Technology has changed the way we live but not necessarily the way we recruit. Technology is changing the labor market with many businesses hiring for jobs that don’t necessarily have a course of study. In addition, as we’ve learnt more about how people work, businesses increasingly want to test for how people work and if they share the same cultural values before making them a job offer.
How are you meant to get all that from meeting someone a handful of times?
Recruitment is also still labour intensive. Talk to any recruiter for a big company and they’ll tell you about the hours they’ve spent locked in rooms in back-to-back fifteen-minute interviews trying to judge a person’s character and cultural fit. But there are a raft of new technology that you should be investing in to speed things up.
The first thing you need to think about is an Applicant Tracking System (ATS). This will really form the backbone of your recruitment stack. For recruiters, an ATS is what a CRM is to sales reps. By investing in the right ATS you’ll be able to streamline your hiring processes and reduce your times to fill roles. You’ll also start creating a pool of potential candidates that you can call upon in the future.
An ATS can go from simple (collating all the candidate information) to quite complex (with various approval levels and AI-enhanced searches). An ATS also has the advantage of being more secure than a spreadsheet or email.
Once you’ve invested in an ATS, it’s time to think about the rest of your stack. The next time consuming piece is sourcing candidates. There are a number of different sourcing technologies like ClickIQ, which allow you to reach multiple jobs boards and leverage your social media for candidate sourcing. You can also use programmatic solutions and advanced search like Recruitment Edge.
But if you’ve invested in an ATS, then why not use it to set up a strong employee referral program? Referrals costs on average 50 - 60% less to recruit and more than 50% stay more than three years with the company. Referrals usually have the added bonus of already being connected to company culture and display shared performance and behavioural characteristics as people already employed by the company so they should also be able to be productive quicker.
The next piece to your recruitment tech stack should be a screening tool. For a lot of organisations, especially bigger organisations that recruit graduate programs or junior roles, there can be a large number of applicants with very little to distinguish between them. In that case, the initial screen can be telling to understand whether or not they have the right characteristics to make it at the company. The problem is trying to do this screening for hundreds of candidates.
Recruiters have been using video screening tools (where candidates make a short video of themselves answering specific questions) to save on time. There are also tools that can be run over resumes and cover letters to look for keywords related to relevant experience or behavioural attribution. At Curious Thing, we’ve developed a tool that can have an actual conversation with a candidate and allow them to tell their story. From there, we’re able to benchmark them against unique behavioural characteristics to help recruiters deal with a large volume of resumes fast but with a clarity that goes beyond keywords.
Even after effective screening and interviews, you may still want to test a candidate for behavioural fit or technical skills and it makes sense to integrate a piece of testing technology into your recruitment stack. If this is the case, talk to your leadership team about what they’re going to want to test for so that you can choose the best testing technology for your company. This is also a good time to make sure everyone is recruiting the same way and agreed on what they’re looking for. You want to make sure that you’re treating all candidates fairly.
The final piece of the ultimate recruitment technology stack is an onboarding tool. Onboarding is a huge job! It spans from getting the contract to the successful candidate, collecting the relevant employment information, conducting the relevant background checks and then getting them the right information for their first day.
You may not need a specific piece of technology for onboarding. It is often built into an HRIS (Human Resources Information System - the ATS for your HR team) or into your ATS (depending on what you’ve chosen) but it’s important to think about this last piece of the process. There is an increasing trend of companies losing candidates due to slow processes.
Slowly but surely, technology is starting to appear in recruitment and it’s for the best. It’s helping recruiters be more productive and make better hires the first time around. It’s also helping candidates through the process by making it quicker and easier to communicate and fairer in how they’re assessed.
If you’re not investing in recruitment technology, what are you waiting for?