Recruiters & Technology

Recruitment has come a long way since the days of classified ads and “Help Wanted” signs. Today, technology is an integral part of the recruitment process, enabling recruiters to find the right candidates, screen resumes, and conduct interviews more efficiently than ever before. In this blog post, we’ll take a closer look at the different types of technology recruiters use and how they’re helping to shape the future of recruitment.

Applicant Tracking Systems (ATS) and CRM

An applicant tracking system (ATS) or recruitment CRM is a software application that enables recruiters to manage the recruitment process. A recruitment CRM can help recruiters track job postings, screen resumes, and schedule interviews. It can also help recruiters organize candidate information, communicate with candidates, and provide analytics on the recruitment process. The benefits of a recruitment CRM are numerous, including:

  • Automated resume screening: A recruitment CRM can screen resumes for specific keywords, job titles, and other criteria, which can save recruiters time and ensure that only the most qualified candidates are selected for interviews.

  • Time savings: A recruitment CRM can automate many of the administrative tasks associated with recruitment, such as scheduling interviews and sending email notifications to candidates.

  • Candidate management: A recruitment CRM can help recruiters keep track of candidate information, such as their contact details, resume, and interview notes.

  • Reporting and analytics: A recruitment CRM can provide valuable insights into the recruitment process, such as the number of applicants for a particular job opening, the time it takes to fill a position, and the cost of recruitment.

Job Boards

Job boards are websites that post job openings. Recruiters can use job boards to reach a large audience and promote job openings. Some job boards offer advanced search features that allow recruiters to target specific candidates based on their qualifications and experience. The benefits of job boards include:

  • Wide reach: Job boards can reach a large audience of potential candidates, which can be particularly useful for hard-to-fill positions.

  • Advanced search features: Job boards often offer advanced search features that allow recruiters to target specific candidates based on their qualifications and experience.

  • Cost-effective: Job boards can be a cost-effective way to advertise job openings, particularly compared to traditional methods such as print ads.

Social Media

Social media platforms such as LinkedIn, Twitter, and Facebook can be valuable tools for recruiters. Recruiters can use social media to find candidates, promote job openings, and engage with candidates. LinkedIn is particularly useful for recruiters as it is a professional networking platform that allows recruiters to search for candidates based on their job title, location, and other criteria. The benefits of social media for recruitment include:

  • Candidate engagement: Social media can be used to engage with candidates and build relationships with them over time.

  • Referral sourcing: Social media can be used to ask current employees for referrals to potential candidates.

  • Targeted advertising: Social media advertising can be targeted to specific demographics, interests, and locations, which can help recruiters reach the right candidates for a particular job opening.

Video Interviewing

Video interviewing is becoming increasingly popular among recruiters. Video interviewing allows recruiters to conduct interviews remotely, which can save time and resources. Video interviews can also be recorded and shared with hiring managers, allowing them to review the interviews and provide feedback. The benefits of video interviewing include:

  • Time savings: Video interviewing can save time by allowing recruiters to conduct interviews remotely, without the need for travel.

  • Candidate experience: Video interviewing can be a more convenient and less intimidating experience for candidates than in-person interviews.

  • Collaborative hiring: Video interviews can be shared with hiring managers, allowing them to provide feedback and collaborate on the hiring decision.

Artificial Intelligence (AI)

Artificial intelligence (AI) is being used more and more in recruitment. AI can help recruiters screen resumes, conduct initial interviews, and provide analytics on the recruitment process. For example, AI can be used to screen resumes for specific keywords or qualifications (such as our partners Daxtra), saving recruiters time and ensuring that only the most qualified candidates are selected for interviews. As well as text-based AI, there is also voice AI (such as our new partner Squire) which can listen to voice calls and insert transcripts and data into relevant fields of your CRM. We have also built an integration with Open AI which will enhance our users’ experience by automating things like Applicant summaries, based of their CV, saving them time on administration.

Many of our other partners and recruitment technology within the industry utilise AI to automate communication with applicants and clients. Check out our partners and integrations here.

There are now a number of free AI tools available specifically for recruiters, one we would highly recommend is rectools. They have developed an AI Playground, which offers free tools such as a Job Ad Generator, Boolean Builder, Blog Writer (we didn’t use it for this), Content Creator, and even a CV Assembler!

Conclusion

Recruiters relationship with modern day technology is for ever evolving to assist them in their recruitment processes. Technology can help recruiters find the right candidates, screen resumes, and conduct interviews efficiently. Applicant tracking systems, CRMs, job boards, social media, video interviewing, and artificial intelligence are all examples of technologies that recruiters use to assist them. By using these technologies, recruiters can make the recruitment process more efficient and effective, ultimately helping their clients to find the right candidates for their open positions.