There is no business without human resources. No matter how big or small, all companies have HR teams. Talent professionals and hiring managers in all industries work hard to find, hire, and retain employees. Recruiting is about communication. So there’s no chance that technology can completely take over the process. But the right software eases and speeds up human resources management.
That’s why recruitment software is trending. Top HR platforms provide features both for small and big customers, offering both desktop and mobile apps to attract more users. HR tech solutions are increasingly in demand.
Since recruiting and hiring are complex processes, there are various types of recruiting technologies on the market. Let’s take a look at some problems that different types of recruitment software solve.
The problem of finding candidates is essential in recruiting. There are millions and millions of job seekers online. But where can recruiters find the right candidates for open positions?
Job aggregators – places where recruiters post jobs
Recruiters post jobs online so that candidates can find them and apply. To post jobs, recruiters use job boards and job aggregators. A job aggregator works like a search engine. It’s a piece of software that collects job postings from different job boards so job seekers can easily find jobs by keyword and location. 50% of job seekers today use job aggregators. That’s why job aggregators are a significant part of the recruiting ecosystem.
Indeed is international. It had great success in the US and later launched in other countries. Now it’s present in more than 50 countries and 28 languages. To customize their platform, Indeed worked with professionals who understand the local markets and needs of each specific country. It took a lot of effort to make job searching global. And of course, it wasn’t launched in 50 countries at once. Step by step, Indeed grew into markets outside of the US. In 2014, they stated that 58% of unique visitors to the platform were from outside the US.
Indeed works on different platforms: there are desktop, mobile, and tablet versions of the app. Multi-platform availability is essential for a recruitment platform, as statistics show that over 65% of job searches are done on mobile devices.
It takes just five minutes to post a job or a resume on Indeed, and millions of new jobs appear on the platform each month. To make a job post stand out and to get more responses from candidates, recruiters can post sponsored jobs. Sponsored jobs help companies hire faster by showcasing their positions first in search results shown to job seekers.
Different applicant tracking systems (ATSs) can integrate with Indeed to simplify the job search and apply process. There are numerous ATSs connected with the platform to help recruiters manage online recruiting.
Indeed uses web crawling capabilities and data extraction techniques to help recruiters and job seekers find what they’re looking for quickly and easily.
Big job aggregators like Indeed are places where people in all industries can create profiles. At the same time, there are niche job aggregators that focus on professionals within a single industry.
ExecThread, for example, is a job aggregator for executive-level jobs. Usually, executive jobs are not listed publicly. So ExecThread is a place where executives can make their best career move. ExecThread connects senior-level employees with recruiters cutting the time spent on hiring.
PowerToFly is another niche job aggregator. It addresses gender diversity and inclusion, which is a hot topic now. PowerToFly aims to connect Fortune 500 companies and fast-growing startups with women who are searching for jobs. This platform offers an optimized search and targeted job promotions so women can find jobs in tech and digital industries faster.
LinkedIn is like Facebook for job seekers and recruiters. It’s one of the main hiring tools, with more than 300 million profiles in its database.
Among its services, LinkedIn includes a job board. But first off, LinkedIn is a professional social networking platform. Users’ profile pages actually look like CVs highlighting employment history, education, skills, and professional interests. But still, LinkedIn is not only about resumes. It’s also a strong social media platform.
Whereas Facebook profile information, photos, and posts tell a lot about a user’s interests and personality, LinkedIn shows off a user’s professional experience and professional interests. Like other social networks, LinkedIn lets users add connections, post content, share and like posts, and subscribe to groups. All of that makes LinkedIn a useful piece of social recruiting software; recruiters can see not just CVs but potential candidates’ interests as well.
Attracting and engaging candidates
A recruitment CRM, or candidate relationship management system, is an ecosystem that includes all passive and active candidates as well as those who have previously applied to a company. This kind of talent hub is beneficial for HR teams as it helps create professional pools and nurture relationships with passive candidates.The recruitment CRM is a popular HR tool, and more and more new CRMs are appearing on the market. Some companies even develop custom management software to improve their efficiency.
A recruitment CRM is central to attracting, engaging, and nurturing candidates. It allows HR representatives to track relationships with candidates and have a clear picture of candidate pipelines.
SmashFly allows HR managers to source and import contacts from external sites, social channels, and resumes. It also intelligently segments audiences and automates search to make recruiters’ work more efficient. Recruiters invite prospective candidates to a company’s talent network. Getting people involved before they even apply builds stronger pipelines of talent.
Sharing content and creating campaigns based on prospective candidates’ interests results in relevant leads. With CRM software, recruiters can improve communications and engage the right-fit candidates into the talent network.
SmashFly offers custom fields and automated workflows to segment candidate audiences into databases. This improves the efficiency of sourcing strategies and personalized hiring campaigns. HR representatives can learn from custom reports on CRM-level data that show full view, click, unsubscribe, and bounce rates plus conversion data. These insights help recruiters to optimize their hiring strategies.
Managing recruiting operations
With so many things happening all at once, recruiters may face difficulties managing their work. They need software that can help with structuring recruiting operations.
Applicant Tracking System (ATS)
Applicant tracking systems actually represent the biggest category of recruiting software. An ATS automates recruiting and staffing operations from applying to hiring. It also stores all candidates’ data, resumes, and applications. With an ATS, recruiters can easily manage all steps of the recruiting process.
Bullhorn is one of the most popular recruitment software tools. It works both as an ATS and CRM. As an ATS, it sorts candidates’ resumes and selects those that are most applicable to the job they were submitted for. Bullhorn analyzes data based on the information a candidate provides and the job description. Then it quickly matches the highest quality candidates to open jobs using its candidate scoring technology. This lets recruiters connect with promising candidates faster.
Bullhorn provides email integration with Gmail and Outlook so that recruiters can check their inboxes right from Bullhorn and find candidate’s information and contact records from emails. It also provides a passive activity tracking system that tracks any email activity connected with a candidate so that recruiters don’t miss any conversations.
[Screenshot of Bullhorn ATS]
Bullhorn helps recruiters move candidates through the full recruiting cycle. Its core features include:
Parsing and editing resumes. There’s no need to download resumes, as Bullhorn’s document editor allows you to edit resumes.
Keyword search. Bullhorn identifies key information about candidates by examining resumes for keywords. So instead of reading all the resumes that candidates send, recruiters can just check the most promising CVs that the applicant tracking system selects. An ATS allows recruiters to easily search by keywords and quickly find information about work history, skills, and education.
Managing and tracking interviews. Recruiters can schedule interviews with qualified candidates, add notes to organize feedback, and track candidates through interviews.
Hiring and onboarding. Recruiters can easily customize Bullhorn’s workflow to match their company’s hiring process. Once candidates are on board, Bullhorn eliminates paper processes. Bullhorn’s onboarding tab is a tool for sending and tracking documents. Candidates can submit all paperwork there without printing or scanning.
Conducting an interview with a remote candidate
Thanks to video interviews, recruiters can meet candidates from anywhere. Video calling software has become an important part of the recruiting tech stack as it reduces time and travel costs.
HireVue, for example, provides real-time rating and evaluation tools as well as chat and support for multi-interviewer panels. Its iOS and Android mobile apps provide great flexibility, as users can participate in interviews from anywhere. This software also lets recruiters record interviews so they can share them with key stakeholders. HireVue also has a scheduling feature. It automates hiring managers’ repetitive tasks. Plus, it simplifies scheduling using a calendar integration with Outlook and Google that provides real-time visibility into hiring managers’ availability.
The company behind HireVue also provides a validated assessment tool for technical hiring, CodeVue. It offers live coding challenges to technical candidates. A live whiteboard interaction allows interviewers to watch the way candidates solve challenges and explain their logic.
Testing candidates’ skills and qualifications
Finding candidates with the right skill sets is a challenge. Checking numerous resumes, even with the help of an applicant tracking system, doesn’t always get you anywhere fast. Fortunately, there’s a way to filter candidates without spending time screening lots of resumes. To make recruiting fast and bias-free, recruiters can check candidate’s hard and soft skills as part of the process.
Testing and assessment
One of the best examples of talent recruiting tools is HackerRank. This platform helps recruiters assess the skills of developers and software engineers so that a company hires the most skilled candidate, not the one with the greatest resume full of proper keywords. This software uses machine learning to match companies with technical professionals who possess the domain expertise they require.
HackerRank tests candidates’ skills in 35 programming languages. There are thousands of prepared coding challenges available on the platform. But companies also can create their own challenges. Then recruiters can send invites to candidates from HackerRank or through integrated ATS platforms. Once candidates finish challenges, code submissions are scored and ranked automatically.
Key insights are captured in the downloadable report. This platform really ranks programmers according to their coding skills, reducing the time companies need to spend to hire qualified employees.
HackerRank also provides a video conference feature with a code editor that shows the candidate’s activity in real time. This lets recruiters check developer’s solutions and see how they deal with errors, for example.
Finding freelancers and tracking their hours
Lots of companies recognize the benefits of the mobile workforce. So they hire freelance workers and remote employees. To make this kind of working relationship effective, however, there should be great communication and a transparent tracking system. To find and manage freelancers, recruiters use various types of software.
Let’s take Upwork as an example. Recruiters post jobs describing projects and required skills. The platform then analyzes the needs and selects freelancers based on their skills. That helps to find a good match. Recruiters then check the list of professionals that Upwork offers. But they also can do their own search on the platform. Plus, freelancers see jobs and can also submit offers.
Browsing candidate profiles, recruiters can check client ratings, portfolios, job success scores, and other information. Upwork provides messaging functionality so users can schedule a chat to discuss a project. This all helps recruiters to be sure they’re hiring the best candidate for the job.
Upwork provides an online workspace for each project that’s accessible to the team and the freelancer. Project members can share files and feedback in real time. Plus, there’s a mobile version that supports the essential features.
Freelancers are paid by the hour or a fixed price for a project. Upwork delivers payments in more than 170 countries. All users can check their invoicing and reporting as the platform saves a history of all transactions.
There are also other freelance marketplaces with some unique features. For example, TopTal focuses on connecting the top 3% of freelancers with employers. This platform has a very thorough screening process to identify the best freelancers. TopTal reviews thousands of applications monthly and usually accepts fewer than 3%. They have a five-step screening process that consists of:
English language and personality interview
Live-screening to check depth of experience and creativity
Test projects that provide real-world scenarios for candidates
Continued excellence by maintaining a perfect track record while working with clients
Time tracking software like Toggl exists to cut the time managers spend on time tracking. Toggl helps to track, manage, and bill time spent on projects. It automates timesheet management with a simple online timer. All time entries are synced between phone apps, web apps, and the Toggl Chrome extension.
And it provides comprehensive reporting for managers and HR representatives.
[Screenshot of Toggl]
HR technologies solve many challenges daily, and platforms that can automate recruiting and hiring processes are in high demand. The most commonly used and successful websites and applications combine various features so that HR representatives can minimize the amount of software they use. And as recruiting becomes more and more mobile, platforms that offer mobile apps benefit a lot. To develop a cross-platform recruiting app, it’s important to focus on two types of users: recruiters and job seekers. A platform is only relevant if it provides useful features for both of these groups.
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