The process of recruitment has evolved significantly in the last few years, with technology drastically influencing not just how candidates apply for and fill vacancies, but how recruiters and employers transition and onboard them.
As competition for top talent remains, it’s in every party’s interests to use tech to streamline processes as much as possible. As well as improving efficiency and productivity, this provides a more positive experience for applicants and new recruits, and gives recruiters and employers a competitive edge to attract and retain their talent.
So, let’s take a look at the key digital tools that can optimise all stages of a recruitment journey, enabling you to automate tasks, process documents, and conduct interviews better. By ensuring you stay one step ahead of evolving workforce dynamics, you will be in a stronger position to acquire the best talent much more efficiently.
1. Artificial Intelligence and Machine Learning Tools
Artificial Intelligence (AI) and Machine Learning (ML) are transforming various industries, not just recruitment. With the help of free AI and ML software, recruiters and employers can automate repetitive tasks associated with recruitment admin (of which there are many). But it doesn’t stop there - AI/ML solutions can analyse vast amounts of data and make valuable, data-driven predictions based on whether an applicant possesses the right technical and soft skills for a new vacancy.
By automating CV screening and candidate shortlisting, manual filtering of applications is no longer resource-intensive. Recruiters and employers also lean more on virtual assistants to save time on routine tasks and install chatbots. The latter can be leveraged to conduct initial questions and answers for candidates before progressing them for consideration.
The salient point is that AI tools can alleviate most of the administrative tasks burdening hiring organisations, empowering teams to focus on higher-value and more strategic responsibilities.
2. Digital Document Management Systems
While regularly overlooked in terms of recruitment, prioritising a tech-driven approach when it comes to digital document management can prove invaluable. Digital document management systems allow users to securely store, organise, and retrieve vital candidate and applicant information and supplementary material. They are highly sought-after by companies looking to deploy new employee onboarding workflows and convert files into widely compatible and usable digital formats.
Modern digital document management systems are compatible with most incumbent technology stacks, and can ensure compliance with data protection regulations like GDPR to ensure that information is properly safeguarded and disposed of if no longer relevant.
3. Applicant Tracking Systems
A robust Applicant Tracking Systems (ATS) is hugely influential in modern recruitment strategies, going beyond the basics of application management. Modern ATS systems offer a wide suite of tools and features to make the recruitment lifecycle easier to manage.
Innovative ATS solutions can integrate with social media listings and job boards to aggregate applications from numerous channels, making it easier for employers to oversee total numbers of possible candidates. Modern ATS’ let employers customise workflows and automate cross-channel communication, making it easy for candidates, intermediaries and employers to communicate with one another through mobile-friendly interfaces.
4. Candidate Assessment Software
Most employers and recruiters know that CVs and interviews only tell a percentage of a candidate’s full story. With the help of candidate assessment tools, however, they can obtain a much more comprehensive overview of a candidate’s profile, personality and culture fit.
Using a range of tests in technical skills, personality profiling and situational judgement, tailored to each category of role, sector and organisation, companies can end up with a more well-rounded view of every candidate.
5. Video Interviewing Platforms
Video interviews have become almost second-nature in recruitment, especially for companies trying to recruit remote and globally dispersed talent into their workforce. When compared with traditional face-to-face interviews, they offer flexibility, cost savings, and provide a much easier experience for candidates.
There is less of a risk of lateness and scheduling conflicts when using video interviews, and companies that encourage them will be catering to a much wider talent pool that is unrestricted by geographies. Time zone differences are a factor in recruiting talent based abroad, but that doesn’t stop companies being able to offer asynchronous interviews if need be, allowing candidates time to respond whenever is convenient for them.
Depending on the locality of your role and organisation, video interviewing can be used to assess larger numbers of candidates before potentially inviting them in. In some cases, that may not be possible, which is why organisations should consider applicants’ skill sets, and review an online portfolio of remote talent for hybrid and remote positions.
6. Advanced Data Analytics
Nowadays, data is the lifeblood of recruitment. Advanced analytics tools can prove pivotal in helping hiring managers and employers make informed decisions regarding vacancies, not to mention predict future hiring needs. This can also be used to identify bottlenecks and areas for improvement.
By examining cost-per-hire, experience scores, retention rates, training and onboarding costs - among other metrics - organisations can decisively optimise their hiring strategies to preserve valuable recruiting budgets.
7. Social Media and Professional Networks
It’s no secret that social media platforms have become invaluable in assessing a candidate’s fit for a job role, both professionally and culturally. LinkedIn, in particular, has emerged as an effective talent headhunting and acquisition tool for recruiters and employers alike.
By using carefully curated paid advertisements on social media platforms, creating and dispensing engaging content to the right audience, deploying social listening and brand mention tools to assess reach across channels, and more, organisations can see tremendous firsthand benefits. Aligning a social media-led recruitment campaign in alignment with your existing content strategy will be a vital step in finding the right talent.
8. Mobile-First Recruitment Strategies
Most job seekers now use mobile devices to hunt for and apply for job vacancies. Whether using third-party job boards or social media, mobile responsiveness is key for reaching and engaging top talent. If employers and recruiters fail to optimise their application processes for mobile engagement, they are missing out on a potential plethora of available talent.
This is why websites and application landing pages must be built and optimised for mobile users. Where possible deploy one-click apply options using social media profiles to save candidates creating a separate account for each job portal or website. Also, consider options to integrate interviews and real-time updates with a candidate’s email calendar and mobile phone (with permission) to improve the overall experience.
Take Your Digital Recruitment to the Next Level
Recruitment technology is one of many that is experiencing rapid evolution. Embracing the above tools and strategies will give employers the best chance possible to enhance their recruitment processes and secure the best talent available.
The key factor lies in not only adopting the right technology and solutions, but in strategically integrating these into the overall approach and infrastructure of the business.
