As a recruiter, recruitment software is a must today to ensure you never miss the right talent. There is no doubt that recruitment is a time and labor intensive process which requires a lot of manual efforts and constant collaboration between different stakeholders. There are a number of tasks involved. A heap of resumes are received for every vacancy, from which the right CVs are to be shortlisted. The shortlisted applicants then need to be interviewed, sorted and ranked as per their eligibility. Decisions are to be done based on multiple data points which are mostly scattered across the process. Then, one also has to keep a track of the generated offer letters and candidate responses. Thus, considering the complexities involved, every organization today, however big or small, should invest in stellar recruitment software.
The success of an enterprise depends heavily on its workforce. This is precisely why CEOs around the world are now concerned about hiring quality talent more than ever before. To overcome this challenge of talent shortage, there is a need to speed up and simplify the recruitment process. Recruitment automation tools have the capability to replicate the entire manual recruitment process digitally, saving lot of time, energy and resources while improving employer brand.
- What is Recruiting Automation?
- The Recruitment Software Market
- Benefits of Automating Recruitment
- Recruitment Automation Trends in 2019
What is Recruiting Automation?
Recruiting automation tools/software automates the manual processes of sourcing, shortlisting, pipelining and selecting qualified candidates for a role. These tools streamline the entire candidate search through API integrations with various job boards, allow posting jobs to different platforms simultaneously, and are equipped with intelligent CV screening and shortlisting algorithms. Recruiting automation is a powerful evolution from the traditional pen and paper model of hiring.
The Recruitment Software Market
According to research by ResearchMoz, the global recruitment software market is growing rapidly and will reach $2.7B by 2022. The research has confirmed in its findings the growing demand of SaaS-based recruitment software that will not make the recruitment process more efficient but also allow recruiters to access data and services from remote locations, anytime, eliminating the need for any on-premise server and software installation. These on-cloud recruitment software also offer other benefits such as quicker implementation, reduced costs and better ROI.
Benefits of Automating Recruitment
- Recruiting automation will enable quick sourcing of candidates
- Automation in recruiting can help improve productivity and ROI
- Recruiting automation improves the Candidate experience
Just like the sales and marketing industry has experienced huge performance benefits after adopting software-enabled automation, recruitment industry will also experience better results once they understand the full potential and benefits of automating recruitment process. While in some quarters there are some reservations regarding AI and robots replacing humans, it’s essential to understand recruiting automation in the right context. Automation is supposed to give recruiters relief from endless hours of manual screening of candidate CVs, and maintaining large spreadsheets of recruitment activities amongst others. It will never ever replace recruiters. On the contrary recruitment automation will give recruiters more time to be innovative, creative and strategic.
Recruiting automation will enable quick sourcing of candidates
Writing effective job descriptions and posting them on different channels repeatedly can be incredibly time consuming and frustrating at times. However, with automation tools with machine learning can now go through different job descriptions you have posted previously, analyze and predict how your new JD will perform. You can implement the suggestions to maximize the number of applicants. The job description can be posted on different platforms in a single click. What more, all the responses coming in can be prescreened by machine learning algorithms to sort the best candidates for a particular job opening. These ML algorithms learn from recruiter behavior and can provide “profile suggestions” the next time when a similar role is open for hiring in the organization by scanning through the database of CVs.
Also Read: The Importance of Sourcing in Recruitment
Automation in recruiting can help improve productivity and ROI
Tracking candidate data, maintaining record of recruitment activities and analyzing recruitment performance is a highly important part of recruitment process. However, it is also the most hated and time consuming part of a recruiter’s job and understandably so. No one likes filling up complicated spreadsheets and forms and using complex formulas to analyze performance. Automation tools that are equipped with robust data tracking and analytics not only give recruiters the business intelligence to identify bottlenecks and improve the ROI of the overall recruitment process, but also automatically provide a number of reports that give an instant primer on their productivity and help improve it.
Recruiting automation improves the Candidate experience
AI tools like chatbots can integrate with your recruiting software and provide an instant messaging experience between recruiters and candidates. While earlier candidates had to wait for recruiters to send their application status updates, recruiting software now sends automated mailers to candidates whenever there is an action on their application. This gives applicants a clear picture of their candidature, eliminating any confusion and allowing them to pursue other options simultaneously. Offer letter acceptance and document collection is also an online process now that can be completed with few mouse clicks, thereby making a complex process extremely simple for the candidates also, eliminating any need of carrying a stack of document on the joining date.
Also Read: Chatbots In Recruitment: How Do They Help?
Recruitment Automation Trends in 2019
According to Entelo survey of hundreds of TA professionals, 75% of recruiters commit to use of technology in their hiring process in 2019, saying it will play an important role. As passive recruitment becomes the most important source of “high-quality” candidates, majority of recruiters are now turning to automation tools to build a talent pipeline or a personal CV database through sourcing. Also, while 78% of recruiters believe that data intelligence would make them more successful at their job in 2019, 71% recruiters agree that intelligent tools are required to process data for them. Over 39% of recruiters believe candidate sourcing is the key area where recruiting automation is most useful followed by shortlisting and interview scheduling. However, the overarching theme of the research is the irrefutable ability of recruiting automation to increase productivity as over 80% of recruiters agree on this. This is why 22% of TA teams will increase their budget for recruiting automation technologies.
Data security has become of great concern these days and rightly so as a huge chunk of critical user data is stored on remote datacenters and accessed on daily basis by various systems through the cloud. In such a scenario, even a small breach can place the entire system at risk of being hijacked and misused for various unscrupulous reasons. Applicant tracking systems or recruitment software is getting advanced by the day. Most of them now use cloud based technology and provide a personal centralized database to the customer. But are they secure enough?
Sourcing is an indispensable part of any talent acquisition process and effective sourcing is essential to build a quality and qualified pool of job seekers to hire as and when requisitions are opened. An effective candidate sourcing strategy in recruitment ensures you are not left out in lurch when the company growth or an outgoing employee creates a need for hiring. (Also Read: Importance of Sourcing in Recruitment)
Know how to build a robust sourcing strategy.
It can be a real headache for recruiters trying to find the best candidate for a new job opening. If the process is not right, organizations risk hiring incompetent and inconsistent talent that does not fit well with the business goals and values. Therefore, it is imperative to have a strong sourcing plan for recruiting to ensure right talent finds their way in your organization. Here are tips for the same.
- Employing sourcing specialists should be part of recruitment sourcing strategy
- Using multiple job posting channels is one of the best ways of sourcing candidates
- Finding an end to end recruiting solution is an innovative source of recruitment
- Using employee referrals is one of the best methods of sourcing candidates
- Making sourcing a continuous activity is one of the sourcing best practices
Employing sourcing specialists should be part of recruitment sourcing strategy
Hiring is often a time consuming process. This can be changed if organizations put more emphasis on sourcing and employ specialists for the same. In most organizations, same set of individuals oversee sourcing of candidates and their subsequent hiring, or they may delegate this “menial” task to entry level recruiters who have pretty much no experience in talent acquisition. This is a fatal mistake. For any hiring process to run smooth, the first step needs to be taken care of by the most experienced professionals. Therefore, organizations should employ sourcing specialists for this job who have an eye for talent and proven expertise in finding the best fit candidates. Also, it pays to have a well-documented and standardised sourcing process that acts as a guide for all stakeholders to ensure all individuals adhere to the organizational needs while making a selection.
Using multiple job posting channels is one of the best ways of sourcing candidates
Gone are the days when posting a job on the job portals was enough. Today jobseekers are always looking for an opportunity to strengthen their career graph. Hence you should proactively utilize every single channel out there to find these candidates. Most recruiters have their own favourite, go-to channel for recruiting. But instead of stopping there, recruiters must also look out for active jobseekers on less frequently sourced channels. Think from the perspective of jobseekers. It isn’t hard to understand that candidates will be more receptive to outreach messages than simply posting the job on career website or a job portal. Whether it is reaching out on Facebook or whatsapp, nothing is out of bounds for recruiters anymore. The more channels you use for sourcing, the bigger will be your talent pool.
(Also Read: Hiring trends in 2018 That You Can’t Ignore)
Finding an end to end recruiting solution is an innovative source of recruitment
If you are using a recruitment software for managing hiring process, it is essential to find one that not only automates your end to end hiring but also increases your sourcing channels and provides the best candidate experience. Making a good recruiting solution part of your innovative sourcing strategy in recruitment leads to reduction in time to hire as it automates repetitive tasks like posting the same job on different job boards. Thus recruiters have more time to fish for candidates from sources other than that are traditionally used. At the same time, a good recruiting software allows helps recruiters in sourcing candidates through social media, referrals, vendors, career site etc. from a single platform.
Using employee referrals is one of the best methods of sourcing candidates
Many of recruitment specialists are guilty of underutilising a very potent sourcing channels – the employee network. The employees who are already working in the organization have gathered a solid understanding of the work culture and are aligned with the business goals. Hence, when they refer a friend or someone from their network, the recruiters don’t have to worry so much about whether the incoming candidate has knowledge of the existing work culture of the organization. May be, this is the reason why employees hired through referrals stay longer and are more consistent in their performance. Also, employee referral, as a sourcing channel, is much cheaper compared to other sources where there is a constant advertising expense associated.
Making sourcing a continuous activity is one of the sourcing best practices
Recruiters make a critical mistake when they only source candidates once an opening is there. There are other recruiters too who discard any “extra” CVs from their folders once the hiring has been completed. This is a strict no-no if you want to maintain a quality talent pool. Hiring takes a long time even if we have employed the best recruitment software. One of the best ways to avoid this delay in hiring is to keep growing your database of sourced CVs. This will ensure you have some candidates ready when a vacancy arises in the organization next time. It pays to have a talent pool that you can readily refer to whenever necessary. You will save a lot of repetition, reduce hiring time and improve productivity.
Automation is a buzzword in the recruitment industry. While we witnessed the first automation technology making its mark in HR in mid 1990s, it wasn’t until last 5 years that applicant tracking system became an absolute necessity for HR professionals and there were good reasons for that. HR Technology has come up in a big way in the last few years. While large enterprises have been quick to adapt, there are still several small and medium businesses that are stuck with the traditional ways of hiring, thus losing out on top talent and hours of productivity with every passing day. There are umpteen benefits of using an Applicant Tracking System. We have listed here the top 10.
We have already dealt with the basics of Boolean search and its applications in sourcing and recruitment. Owing to the limitations of Boolean search there was a need to migrate towards a more comprehensive and intelligent search technology which was partly fulfilled by semantic search.
Let’s examine how semantic search has proved to be a great help for recruitment software developers and where the future of sourcing and recruitment is headed:
- What is Semantic Search?
- How semantic recruitment works?
- What are the Benefits of using Semantic Search in Recruiting?
- What is the future of Semantic Search in Recruiting?
What is Semantic Search?
Looking up the definition of semantics reveals it as “meaning or interpretation of a word or sentence”. Semantic search is defined as a search technique which takes into account the meanings of words and the searcher’s intent, looking beyond the exact word for word match of the search query.
Semantic search works at contextual and conceptual level, allowing you to search for “meanings”, rather than simple “words”. Applicant Tracking Systems are a great help for recruiters because they present a centralized database ready for sourcing profiles. Earlier, recruiters wasted precious time going from one source to other source searching for the matching candidate. An ATS solves this pain point. But is that all to the much hyped “recruitment technology”? Shouldn’t the ATS be able to provide you with the best possible candidate for the job, and not just matching profiles?
However, most ATS providers currently lack that search intelligence which can guarantee such results, even if they have the vastest database of prolific candidates. Semantic search intends to solve this problem.
(Also Read: How to select an applicant tracking system)
How semantic recruitment works?
Jobseekers do not write their resume for software. An average ATS often misses the best candidates as their search function which relies solely on Boolean is not capable enough to understand the words that they are using to phrase their skills and experience. A recruiter when uses a particular query for searching their database, might be missing on candidates who chose different words to describe the same qualification. Semantic search solves this by understanding what the candidates are conveying and how it relates to the search query.
For instance, when a recruiter searches “content marketer”, semantic search takes into account the expanded meaning of the word by using language patterns and fetches all the best possible related results that may also include candidates with “digital marketing”, “content writing”, or “blogging” as their key skill. Thus, leveraging semantic search, recruiters can source from a larger pool of qualified candidates.
What are the Benefits of using Semantic Search in Recruiting?
Some of the key benefits that application of semantic search in ATS provides include:
- Larger pool of qualified candidates to choose from
- Recruiters need not have to type every skill nor they need to have the knowledge within an industry or skill set to return all relevant candidates in the database
- Reducing time to source candidates
- Providing a boost to the recruiter’s talent sourcing capabilities
- Recruiters can enjoy more time for performing the actual HR responsibilities of engaging with the relevant candidates
- Greater productivity for recruiters
(Also Read: How to Reduce time to hire)
What is the future of Semantic Search in Recruiting?
It will be wrong to assume that Boolean search is any less powerful than Semantic. However, relying solely on any one of these search technologies will only result in a compromised ability to source relevant candidates. Until AI and machine learning becomes mainstream, ATS vendors will have to keep finding ways to combine the strengths of both in their offerings. In the end, a human touch will always remain an absolute must to make the difficult decisions.
(Also Read: The Role of Artificial Intelligence in Recruitment)
Talent sourcing is simple. You have an open vacancy in your organization. All you have to do is perform search basis keywords, designation, location, job title, experience, skills and other requirements in your ATS which obviously will return the best profiles matching your query and behold! You have found your candidate.
Okay. That was all in good humor!
We all know talent sourcing is the trickiest part of hiring because the software that you rely on may return the highest qualified candidates, but it may or may not return the best candidates for that role depending on the search and matching capabilities it comes equipped with. Today vendors may entice you with fancy words like Artificial Intelligence, Machine learning and cognitive computing but before these technologies exploded on the scene, most Applicant Tracking Software relied on Boolean search for their search and matching capabilities (and they still do).
Search engines like Google have been the flag bearer in this area as they first introduced Boolean in their search algorithms which was followed by much complex Semantic search and quickly progressed to AI based deep learning algorithms for returning search results to user queries. Recruitment has been quick to pick up the clues and has followed in the feet of the online search industry. The current breed of recruitment software has vastly improved algorithms to source candidates more effectively. We will see now how the search technology in ATS has moved from Boolean to Semantics and why the shift was necessary.
- Boolean search strings in recruiting
- Limitations of Boolean search techniques
- Evolving to Semantic search recruiting
Boolean search strings in recruiting
Recruiters have relied on Boolean search for returning matching candidates from their company’s CV database in an ATS, or from other systems such as LinkedIn for a long time now. The search technology in most applicant tracking systems is an application of a standalone Boolean logic or combination of a two or more Boolean logics. Being equipped with a Boolean search functionality means you can use “OR”, “AND”, “NOT” , word operators to find candidates for particular requirement. In addition to these, we also have the “” and ().
So in total, Boolean logic works through five operators
For example, if you are searching for a marketing executive for your digital marketing team, and the manager insists on a Google Adwords certified individual, all you need to input is Marketing AND Google Adwords through a text query. If your recruiting solution has well-built taxonomy you might not even have to type Google Adwords in the query box, as it would automatically show in suggestions or fetch a Google Adword certified individual once you input Marketing as a key skill. However, taxonomies are more of a semantic search concept than pure Boolean logic.
Other boolean search recruiting examples can be:
- Job skill AND Experience AND Location
Software Development AND 5 years AND New York
A candidate who has software development as a skill, 5 years of experience and preferred location as New York.
- (Job Skill OR Job Skill) AND Experience AND Location
(Software Development OR Software Testing) AND 5 years AND New York
A candidate who has software development or software testing (any one of the two) as skill and 5 years work experience and preferred location as New York
- (Job Skill NOT Job Skill) AND (Location OR Location)
(Software Development NOT Software Testing) AND (New York OR London)
A candidate who has software development as a skill but software testing is excluded and preferred location is New York or London.
In an ATS these logics are also applied through check boxes and extensive filter
As it is evident, Boolean is a pretty easy way of constructing a query that fetches some relevant data.
Limitations of Boolean search techniques
True enough, boolean logic can find you candidates from your database as long as the search is syntactically correct. But that doesn’t mean it is finding you the best candidates. One limitation is that Boolean search works on exact terms specified in the query. For instance, a recruiter searching for “Web Designer” would certainly miss profiles that do not have the term and are alternatively listed as “Front End Designer”, or “UI Designer”.
The other problem that comes with Boolean search is the limited parameters around which you have design your query. For instance, if you need a candidate with 5 years’ experience in a particular skill set, such as software testing, there is hardly any way to specify this using Boolean, unless the developers of the Applicant Tracking System went to extreme pains of creating the most advanced Boolean search system. Another limitation is the sheer number of results that a Boolean query returns and that too not in any particular order. To get to the best possible candidate, the HR might have to open each profile and find the best match, which again is a time taking process depending on how large is your database of profiles.
Evolving to Semantic Search Recruiting
Some ATS’s have fought this drawback by providing functionality where candidates are divided in Premium and Other category based on predefined parameters like their College, Experience Years, and Current Employer. But that’s not good enough. Therefore, it’s time to look beyond and incorporate new search technologies with Boolean to make the most effective talent sourcing machine. With arrival of Semantic search and the age of artificial intelligence we have big hopes for sourcing and recruiting industry. How this search technology is different from their previous counterpart, we will study in our next post.
(Also Read: The Benefits of Semantic Search in Recruiting)
This is no secret that recruitment departments across all scales of organizations are arming themselves with HR software, showing specific interest in the new age cloud based applicant tracking systems (Also Read: Why Cloud Based ATS is better). Buoyed by the useful features and productivity increments that these ATS present, organizations are lapping up every opportunity to adopt the new technology. However, if you want to experience full benefit of an ATS, it’s essential to do due diligence of the vendors providing it. Here are some points to keep in mind while making the decision:
- Multiple job board access is an important applicant tracking system feature
- Candidate screening is one of the key ats features
- ATS resume parsing technology is an important component of applicant tracking system
- Reporting and analytics is one of the key features of an ats
- Mobile friendly user interface is one of applicant tracking system functional requirements
- Instant messaging and collaboration is an essential application tracking system feature
Multiple job board access is an important applicant tracking system feature
An applicant tracking system should allow recruiters to post jobs on multiple job boards in one go. To enable this feature ATS should have multiple job board access. In order to build a large candidate pool, it is essential to be able to source CVs from multiple channels. The ATS should have this inbuilt feature where the user can post the job to multiple job boards in one go. This feature makes sure recruiters do not have to post the same job description to different job boards one by one and thereby reducing the redundancy. It helps in increasing recruiter productivity and speeds up the hiring process.
(Also Read: How to Improve Talent Sourcing in Your Organization?)
Candidate screening is one of the key ats features
After sourcing, recruiters have to screen the candidates for the open position. Going through thousands of CVs is not an option as it will be a tortuous and time taking process. The ATS should be equipped with candidate screening tools that automatically scroll through the CVs and parse them in structured, searchable format. Using the screening feature, recruiters should be able to filter through the entire database of CVs in few minutes to find the relevant matching profiles.
ATS resume parsing technology is an important component of applicant tracking system
The most critical functionality of an ATS is its ability to find candidates based on keywords query of the recruiter. Although there are many other uses of an ATS but there is little that you can do until you have found someone for hiring. Just because you have a huge database of resumes doesn’t mean that you can easily hire anyone whenever required. The data is of little value if you do not have the means to retrieve the right information when you need it. Therefore, having an exceptional search and resume parsing technology is of critical importance.
ATS uses resume parser to extract useful information from CVs and make them searchable. With the aid of semantic search capabilities, an ATS is quickly able to sort CVs as per the keywords. An ATS with an intelligent parser is able to understand keywords and the context in which they are used and return accurate results. With a strong parsing technology in place, an ATS can become HR’s best friend helpful in better talent management by removing manual entries and wrong information.
(Also Read: The Benefits of Semantic Search in Recruiting)
Reporting and analytics is one of the key features of an ats
Ask any recruiter, and his biggest pain is hitting the target numbers. Hiring process is as much about getting tangible results as it is about building fruitful relationships with candidates. This means ATS should be as much about providing sound reporting and analytics capabilities as it should be about providing a positive candidate experience. Ask your ATS vendors about the recruitment metrics that can be tracked by the ATS. Time to hire, time to fill, cost per hire, and employee referral tracking are some of the vital recruitment metrics that your ATS reporting and analytics module should cover.
(Also Read: Top 5 Recruitment Metrics That Matter)
Mobile friendly user interface is one of applicant tracking system functional requirements
Millenials are a mobile loving generation. If the candidates are using mobile to search and apply for jobs, the applicant tracking system should enable them to do so. The ATS should provide ease of use through a mobile friendly interface to candidates who want to complete the application process while on the go. If the ATS cannot provide a seamless experience on mobile, there is a huge chance of losing out the talent to the competition.
Instant messaging and collaboration is an essential application tracking system feature
ATS that are equipped with messaging and collaboration tools allow seamless communication between candidates, recruiters and the hiring manager. With proper communication candidate experience is positively impacted which again leads to building of a strong employer brand. In the end, a strong employer brand is essential to attract the top talent. Also, seamless collaboration removes bottlenecks, enhances performance and propels the process towards greater success.
(Also Read: How to Select an Applicant Tracking System?)
If you are an active recruiter, chances are that you have to spend a major part of your day trying to spot the best talent out there before competition sets their eye on it. Implementing recruitment software like ATS is essential for achieving this goal. However, technology can only help those who know how to utilize it to its fullest potential. Read the following tips to get the most out of your recruitment software.
As we talk about the exploding HR technology scene, we also need to understand that the more powerful technologies we use, the greater is our responsibility to make sure we are able to achieve the best outcome possible so as to justify the investment.
Here are certain things you can do to improve your hiring efficiency through the recruitment software:
- Know all recruitment software functionalities and features
- Give the team proper recruitment software training
- Follow recruiting process best practices
- Keep automatic updates of the recruitment software on
- Make efficient use of recruitment data
Know all the recruitment software features
Migrating to a new ATS without knowing what it is capable of and what it is not is suicidal. Once you have made up your mind to implement a new applicant tracking software it is only sensible to understand the various functionalities and features it comes with. You might need to take help of the owner’s manual, multiple demo sessions, and trials for this. Asking relevant questions during such sessions will further help you know the capabilities and limitations of the software.
Give the team proper recruitment software training
Typically, installation of a new Applicant Tracking System comes with an onboarding process where the team is trained in the various functions and features of the software. Check if your vendor provides such an incentive. Many times it happens that the team that was originally trained in using the software doesn’t stay around long enough in the company, or they might even forget various nuances of the software with time and may not be able to pass the knowledge to others in an efficient way. In such a scenario, retraining the staff is a viable alternative to digging in the manual every time confusion arises. You can schedule a retraining session with the ATS vendor and speed up the entire recruitment process.
Follow recruiting process best practices
The prerequisite of maximizing the utility of the recruitment software is a recruiting process that is “simple, straightforward and scalable”. If your hiring process is efficient and intuitive, the implementation of recruitment software will also be effortless. If there are inherent hitches in the hiring process it, or the process is marred by redundancy and confusion regarding its flow, then proper implementation of ATS also becomes an uphill task. Without a streamlines process in place, the information being collected by the ATS is also messy and unusable and overall efficiency takes a hit. To avoid such a hopeless situation, it is essential to bring in place a measurable recruitment process that everyone agrees to.
(Also Read: Steps to Improve Recruitment and Selection Process)
Keep automatic updates of the recruitment software on
The essence of technology is in its constant evolution. Recruitment software have undergone a major transformation through the last decade. From clunky interface to slick, intuitive design; from on premise to in-the-cloud, a lot has changed over the past few years. Social recruiting has become a big part of these new age tools. HR Tech vendors release updates to their software to include all these advanced functionalities.
If your system is lagging behind, there are one of the two reasons for it; either your vendor has not released an update in a long time, in which case you need to talk to them or maybe you have not taken the pain to update your system despite reminders from the vendor. In the new, cloud based recruitment software like Naukri RMS, you don’t need to do any manual task as updates also happen automatically in the cloud. Regular updates could mean the difference between achieving highest efficiency and high quality candidates and missing out on both.
Make efficient use of recruitment data
If you are not able to put to use the data generated by your recruitment software, you may be missing out on extracting its maximum potential. Therefore, as soon as you implement the new ATS system, have a game plan ready to utilize the information recorded by it. While the first priority will always remain to improve productivity and hiring quality, the captured information can provide vital insights into hiring patterns which can be implemented in future for making better hiring decisions. These insights are not always in plain sight, and you may have to use analytics to make sense of the data.
Keeping these points in mind simultaneously while implementing your recruitment software will help you tap into its maximum possibilities.
If we are to go by what experts are predicting for the recruitment industry in 2018, improving employer brand is going to be one of the topmost tasks. This essentially means that as a recruiter you will have to, in addition to other activities, work hard on enhancing candidate experience. In this age of constant competition, you as a business can only grow when you have top talent working for you and it doesn’t take an expert to decipher that to attract the best, you need to provide them an experience they deserve. Technology can go a long way in helping you achieve this goal.
Here are 4 simple ways to use technology to create a good candidate experience in recruitment:
- Using technology to communicate is one of the best ways to improve candidate experience
- Using technology to improve employer branding is one of the candidate experience best practices
- Using technology to improve recruitment process is a great tip for improving candidate experience
- Using technology to reduce hiring timelines is a good idea to improve candidate experience
Using technology to communicate is one of the best ways to improve candidate experience
A research by Software Advice reveals that out of the many grievances that applicants had, communication or lack of communication was a major reason for a poor candidate experience. Over one third of the respondents to the survey said that they would prefer more communication in the entire hiring process.
Sometimes we can’t even blame the recruiters for this communication gap as there are so many stakeholders involved and considering hiring is such a time consuming process, it is actually quite a task to maintain track of 100s of candidates who have applied to a particular role. In a scenario where at any point in time there are at least 10 or more openings in a SME, we can only imagine the kind of efforts that are required for maintaining a lag free communication.
If you are interested in a particular candidate and you do not convey the results within the due time, he might find employment elsewhere. This is where technology comes into the picture. Recruitment software will allow you to generate automated emails that can be scheduled to be triggered on particular events such as success or failure to pass a particular stage of hiring. You can personalize these emails with your logo and company colors to reinforce the brand.
Using technology to improve employer branding is one of the candidate experience best practices
Creating a strong employer brand is essential if you want to communicate to prospective employees that your company is a desirable place to work. Giving insight into your work culture and ethics to jobseekers is actually helping them make a decision regarding their suitability for a role in your company. This assistance will create a positive candidate experience and help you grow your reputation as a recruiter. While the basic purpose of an applicant tracking system is to organize and track resumes, the software can be customized to increase brand awareness.
A recruiter can promote a more pleasant applicant experience by merely providing clear details of the benefits that come with the job and what’s it like to work for your business. Most ATS come with the capability to create and integrate the company career site. You can use this section to communicate company brand to candidates through “What’s it like to work here” videos and other details regarding the company’s vision and values. Most applicant tracking software vendors will assist you with personalizing the hiring process through use of company’s logo and company colors. This ensures uniformity and conveys a seamless application process, right from filling the application form to responding for interviews.
(Also Read: 5 Must Haves for a Company Careers Website)
Using technology to improve recruitment process is a great tip for improving candidate experience
The same research by Software Advice cites unclear application instruction as the top cause for negative candidate experience. For example if the job application instruction does not clearly indicate the eligibility for the role, it can create a lot of heartburn for the applicants. Using technology, recruiters can address this very basic hiring mistake. Applicant tracking systems allow recruiters to create and store templates of all the past job requisitions within the system, which can be used time and again without the need to create a requisition from scratch every time a new vacancy arises. This not only reduces the error rate but also reduces the workload for recruiters.
Plus, a candidate applying for the role through recruitment solution can complete the entire process without much effort by filling in the required fields and uploading the CV instantly. Once a jobseeker clicks on the Apply button, they can instantly fill the application form and upload their resume instantaneously. Not only does it reduce the work on a candidate’s part as he won’t have to manually email their CV but also improves recruiter’s productivity.
Using technology to reduce hiring timelines is a good idea to improve candidate experience
21% of the surveyed candidates said that improvement in hiring timelines can greatly impact the overall hiring process. There are no prizes in guessing the usefulness of applicant tracking software in improving speed of hiring. With every aspect of the hiring process automated and system controlled, there is a huge improvement in the time lost between getting approvals of the stakeholders involved which ultimately tells on the hiring speed. Plus, quick communication as we have already discussed, further reduces the total time taken to fill an open vacancy. This is just a classic win-win situation for all the parties involved, from candidate, who gets a better experience to the recruiter who improves his productivity and contributes positively to business bottom-line.
(Also Read: How to reduce hiring cycle time)
NAUKRI RMS ADVANTAGE
ABOUT NAUKRI RMS
“Naukri RMS is the Enterprise Cloud Business division of Naukri.com. Since its inception, Naukri RMS has developed a bouquet of customized recruitment solutions addressing needs of different market segments. Naukri RMS intends to evolve recruitment into more productive and efficient process through automation of the entire recruiter workflow, right from requisition to offer. It aims to become India’s largest one stop recruitment platform. “