At a time when the number of open job vacancies across the UK has surpassed one million for the first time ever, internal talent acquisition teams must harness the power of innovative technologies if they are to successfully compete for talent in a post-Covid world. I love this article from our friends over at JobAdder.
Previous research has found that 94% of recruiters and hiring professionals say that using recruitment software has positively impacted their hiring process. A separate study from LinkedIn reported that 68% of recruiting professionals say that the best way to improve recruitment performance over the next five years is by investing in new technology.
Fast-forward to the not-too-distant future, and artificial intelligence, machine learning and the use of image software will solve big background screening challenges, such as quality assurance, data accuracy, long delays and identity fraud during the background checking process. Biometric-based checks like facial recognition scans can already be used to ensure that candidates are who they say they are, by verifying photo identification documents against the candidate’s facial image. In the future, credential management using blockchain technology will provide the capability for candidates to manage their own identification and personal data via a secure digital wallet, and the candidate will then decide how their information is shared.
In the meantime, these are the seven recruitment tech tools that hirers should be using today to maximise efficiencies and secure top talent.
Text recruiting
While SMS messages are by no means a new technology, this communication channel is currently underutilised throughout the recruitment process. In the today’s tight candidate market, timing is everything – and texting provides faster read and reply rates than other messaging channels. In fact, approximately 95% of the text messages people receive are opened, read and responded to within just three minutes and the average person takes 90 seconds to reply to a text – and 90 minutes to respond to an email. With this in mind, the power of SMS should be harnessed to send applicants interview reminders, answer questions from candidates, check in after an interview and let candidates know about new opportunities. Hirers who don’t exploit this channel are really missing a trick.
Video interviews
Video conferencing is not a new thing, but a Covid-related necessity, coupled with recent technological advances ,have made it more desirable and accessible for both employers and candidates over the past 18 months. The number of Zoom users increased by 2000% between January to April last year alone. Video is considered a normal part of the recruitment process these days and is an effective way to screen and meet potential candidates. While there are specialist interview tools on the market that offer a number of great features, there are also more general tools available that most employers use daily, so it should be easy to select the best one for your needs and budget.
Video cover letters
Video technology can also be utilised for more than just interviews – and replacing traditional cover letters with a 60-second straight to camera clip can benefit both candidates and employers. For hirers, reading through hundreds of cover letters can be both time consuming and dull. Video cover letters, on the other hand, can be processed more quickly while allowing decision makers to gain a deeper understanding of the candidate, their communication style and how they present themselves. Video cover letters are useful for a variety of roles, including sales and customer service, and they can reduce your time to hire by weeding out unsuitable applicants and easily identifying fit for a role. They also provide a better candidate experience.
Streamlined background screening
Even for roles where background screening isn’t mandatory, pre-employment checks provide an extra layer of security for businesses, enabling them to avoid costly mistakes.
Technological advancements, coupled with a need for remote processes during lockdown, mean that a candidate’s identity can now be verified without the need to meet face-to-face. Online background screening is also now a quick way to undertake national police checks, verify qualifications, and explore an applicant’s credit and financial history. This ensures they are not only able to provide assurance to the employer, but they also eliminate the manual intervention required with early solutions.
An app for reference checks
Performing a reference check allows hirers to cross reference dates and also get an objective view of an applicant’s strengths and weaknesses. However, this process can be time consuming and cumbersome. An app for reference checking will streamline the process for hirers and allow referees to provide the information at a time that is convenient for them. This technology can also be used to keep jobseekers updated, improve the overall candidate experience, and eliminate any bias – all while shaving days from the time to hire KPI.
The power of LinkedIn
For almost two decades, LinkedIn has been used by recruiters to identify and engage potential employees. Today, however, the power of LinkedIn to source passive candidates can be amplified through tight integration between LinkedIn Recruiter and your ATS. LinkedIn Recruiter System Connect is a free add on that simplifies candidate sourcing and boosts productivity, enabling users to build their talent pipelines effortlessly with up-to-date information. Through this technology, hirers are able to have more personalised and relevant conversations with candidates using real-time profile insights to provide a first-class candidate experience.
Joining the dots
Finally, through connecting – or stacking – systems and tools in recruitment, hirers can move applicants through the process quickly to improve candidate experience and reduce the chance of losing talent to competitors. Online automation tools, such as Zapier, allow talent acquisition professionals to connect their ATS to the tools they already use, in order to automate repetitive tasks, streamline workflows and eliminate manual processing. By joining the dots, you will truly benefit from the advantages that today’s technology offers.
In a post-Covid world, technology is helping hirers to navigate the ‘new normal’ and source and secure candidates in a talent-scarce market. Together, the tools highlighted above will streamline processes, help in-house recruiters to work more efficiently and improve the candidate experience. Today, automated processes that eliminate manual processing are vital to productivity and when you are able to leverage these tools more effectively, you will be able to better engage and manage applicants – while also creating time for tasks that add real value to your work.
Rob Brodie, Head of Corporate Sales at JobAdder
