While talent acquisition professionals have many tools at their disposal, using the right ones can make the difference between hiring and not hiring. This year, hiring departments are still stretched thin which means technology will have to shoulder more of the recruiter burden.
The tools and technology below will help your team to do more with less.
1. Recruitment Chatbots
Chatbot technology was all the rage last year. This year they are starting to mature and become practical tools in certain parts of the recruitment process.
Chatbots understand text in the way a human does by utilizing natural language processing.
They can restructure recruiting by providing real-time and on-demand communication to candidates. Scheduling interviews with recruiters, providing feedback and updates, and answering FAQs about the job are some of the services a chatbot can provide.
A recruitment-focused chatbot can give recruiters an unlimited number of instant touch points, providing a potentially enormous improvement in the candidate’s experience. GoHire and RoboRecruiter are a few of the vendors in this area.
2. Social Media Management Software
Are you spending time updating multiple social media accounts? Try using social media software like Buffer or Dlvr.it to make that task faster. Just sync your social media channels to their platform, and create one post that will go to each one at the same time. Most are available for a small monthly fee so they won’t break your budget.
You can also use tools to amplify your content through your own employees. Tools like FirmPlay help you recruit social media brand ambassadors among your most social employees to encourage them to like/share/comment on your company posts.
3. “De-biasing” Software
Unconscious bias was a huge topic in 2017. In response to this, a number of de-biasing recruiting software has been created for 2018.
Among these are recruiting tools that identify and eliminate bias from job descriptions, resume screening, and sourcing. These tools fight bias by utilizing artificial intelligence to remove candidate demographics (i.e. implied race, gender, and age) from online profiles and resumes.
There are tools, for example, that can detect whether your job description is too focused on attracting males vs females.
4. A.I. (artificial intelligence)
Artificial intelligence and automation will certainly gain momentum in 2018. The use of AI to aid in screening is expected to be one of the biggest recruiting tools of the year. Screening is a major issue for recruiters because of the high volume.
Because a typical high volume job posting receives in excess of 250 resumes, almost 70% of these applications are ignored. Part of the reason for this is that the wrong candidates are being targeted in job postings. Most job seekers find open positions through job boards and career search engines, but some job boards lack the ability to accurately take search queries and pair the job seeker with the right position. Advanced job seeker sites like Find.jobs eliminate this problem by utilizing AI-powered matching to present relevant job postings based on the search entry.
Using AI for screening and posting jobs can potentially reduce the cost per hire by 70% and decrease hire time from over a month to 9 days. Canvas is a tool that essentially conducts an interview with candidates and weeds out those who don’t pass.
5. Rediscovering Candidates
The software that allows candidate rediscovery is expected to become one of the hottest recruiting tools of 2018. Candidate rediscovery is the process of using existing resumes in your ATS to find candidates for a current opening.
A typical ATS is not designed to efficiently search and rank previous candidates for a current opening.
Rediscovery is not keyword or Boolean search. Instead, it utilizes AI to learn the requirements of a particular position before scanning existing resumes to find the most qualified applicants.
Rediscovery tools such as those provided by Crowded.com that give recruiters the ability to tap into previous talent pools where time and resources have been spent will attract increased interest in 2018.
6. Hyper-Local Job Advertising
2017 saw the introduction of targeted job descriptions, and this trend is expected to continue throughout 2018. New approaches to job ads include retargeting candidates (promoting openings to past visitors of your company website) and geo-targeting (advertising jobs to people in close physical proximity). Companies are beginning to explore “Geofencing” candidates based on location. Programmatic job ads are also hot.
Recruiters are increasingly eager to do what it takes to have their job openings viewed by the right people. Retargeting, geo-fencing, and programmatic are here to help.
7. Google Jobs
Free is good. Last year Google introduced its new job search play and it has quickly gained steam taking market share away from sites like Indeed which cornered the market. Now employers have a new no-cost option when it comes to advertising their jobs. Inclusion is free and you should check with your ATS provider to see if they support crawling by the Google Jobs indexer. Many of the modern systems already are but if your recruiting software is older you may have issues with getting your jobs listed.
We’re constantly on the lookout for the latest and greatest tools and technologies in the recruitment space, so for advice on what best fits your strategy, click here!