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There are so many hiring tools out there today that it can be incredibly difficult to know where to begin when you’re looking for ways to improve your recruitment process.
However, splitting up the types of tools into three categories can make this process much easier. The three categories of tools that you’ll want to focus on if you want to impact your recruitment strategy are sourcing tools, interview and screening tools, and scheduling tools.
Step 1: Look For The Tools With The Most Impact
Each type of recruitment tool has its own benefit, and you may find yourself needing to adopt tools in all three of the categories mentioned above. The important thing is to figure out the problems in your recruiting process and use that knowledge to assess your current systems.
While you are assessing your hiring tech stack make sure to look at hiring metrics where you could perform better — like the time spent on scheduling interviews. Many of these problems can be solved with a collection of tools. The key is determining which tools to use.
Step 2: Assess Your Candidate Sourcing
The first category of tools that many businesses may find themselves in need of is sourcing tools. Many recruiters use platforms like Indeed and LinkedIn. Here, we have a list of four additional tools that could improve your candidate sourcing so that you are never running out of applicants for open positions.
- ZipRecruiter — This platform automatically adds your job post to over 100 job sites so that you can be visible to many different candidates without manually creating over 100 job postings.
- Intrro — this tool uses an automated process to scale candidate referrals from your employees so that you can more effectively source new candidates.
- Interstellar — this tool helps your sourcing teams create email cadences that help them to reach out to candidates at scale with personalized emails to improve candidate engagement and sourcing efforts.
- Appcast — this tool allows you to strategically advertise open positions across a network of thousands of career and consumer sites on a pay-per-applicant basis.
Any one of these tools can be an excellent addition to your recruitment roster if you are having trouble sourcing candidates for your open positions.
Which is better, phone interviews or video interviews? See how they compare.
Step 3: Find The Best Tools For Screening Candidates
There are several types of platforms and hiring software that can be extremely useful in streamlining and quickening the interviewing and screening processes.
Many businesses find that using screening tools — like virtual interviewing or text message interviewing — can be a great way to speed up the hiring process. When used in conjunction with efficient sourcing, these types of tools can create a fully optimized screening process.
Virtual interviewing is perhaps the easiest way to introduce recruiting automation into your current process. Qualifi is an on-demand phone interview platform that allows recruiters to screen hundreds of candidates at a time by offering asynchronous screening interviews. With Qualifi, recruiters can listen to a candidate’s interview in just 3-5 minutes, allowing them to screen up to seven times more candidates than they would be able to if they were using a more traditional screening method.
Step 4: Look For Tools That Schedule Your Interviews
There are two types of scheduling tools that you can use. The first are tools like Calendly or Greenhouse. These help you to save time by eliminating the time-consuming back-and-forth between candidates and hiring managers of manually scheduling interviews.
The second type offers virtual interviews so the need for scheduling is removed entirely, like Qualifi. Qualifi is best for 24/7 recruiting and high-volume recruiting because it simply requires the candidate to take the pre-recorded phone interview whenever suits their schedule best — even if it is outside normal business hours.
When it comes to scheduling automation, it will really come down to the type of tool you prefer. Both types can be valuable additions to your toolkit, but one tool will probably work better with your systems than the other.
If you are still hesitant about implementing automation tools into your recruitment process, you may want to read about the benefits of automation in the recruitment process.
Roughly 43% of job candidates prefer to interview outside of typical business hours. Read the study on when candidates want to interview.
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