Technology can make recruitment much easier and straightforward but do you know how to use it to find the top talent?
Although the human element of HR is becoming increasingly important and helping to deliver a personalized service to candidates, the role of technology is also growing. More and more HR specialists are utilizing tech as part of their everyday roles to make them more efficient and allow them to invest more time into personnel management.
But what tools should you be using to streamline your operations and make the recruitment process easier?
1. Writing the job description
Your job description is the most important part of the recruitment process, as it's the first communication you have with potential candidates. What you say in it will largely determine whether you attract the top talent and make the right first impression.
Solutions like Textio can help you use the right keywords and phrases to secure the best candidates for your role, and even give you an estimation of how well your ad will perform compared to your competitors. You can also get support on how to improve your job description so you can ensure you're making the most of your budget.
2. Finding the right candidates
The most carefully thought-out job description is only valuable if the right candidates are able to see it. To do this, HR departments can waste time and money scouring CVs or online profiles to find an appropriate person or try their luck by posting job ads to websites and just hope that it finds the right candidate.
Hiring platforms like Snap.hr use machine learning to find the best talent in your industry, whether niche or more expansive. Talent management solutions like iCIMS, on the other hand, can tap into social networks to find the best pool to advertise your job description to.
3. Evaluating your talent pool
More HR departments are using tests and tasks to determine whether prospective employees have the practical skills you need. Technology can facilitate this in a more straightforward way, making sure the results you get are as accurate as possible and that you don't waste time and money on the wrong people.
Whether it's something specialist like coding in a particular language that you want to test or a soft skill, solutions like HireSelect, Berke Assessment, and Codility can help you identify which candidates have the skills you're looking for.
4. Meeting your best candidates
Video conferencing is a fantastic way to communicate but is often underused by HR teams. Google Hangouts, Skype, and similar programs can be used to do initial interviews with candidates. The best person for the job is unlikely to live on your doorstep so using tech in this way means you can realistically expand your pool to include people all over the country or even the world.
This can make the interview process much more effective, as you can quickly weed out unsuitable applicants.
5. Finding a candidate that has the right cultural fit
Company culture is such an important factor in recruitment as it can heavily impact employee retention, productivity, and morale. As such, HR teams need to be prioritizing this element of talent management in the recruitment process.
Tools like ThriveMap can help you create surveys that determine whether the prospective employee will fit in to the team they'll be working with, as well as the wider company culture that your organization embodies. This means that only the right people are invited to interview, saving you time, money and other resources.
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