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What are the Tools of Recruitment?

There’s no doubt hiring managers face many recruitment method challenges as we work our way through 2021.

You may receive more applicants for your job openings as a consequence of the pandemic. But in the aftermath of one of history’s most turbulent years, companies can’t afford to bring on the wrong people just because there are more available. High employee turnover is simply too costly.

Additionally, recruitment methods, tools, and techniques are increasingly more sophisticated each day. Not only do you have to be on the right job sites, you have to get your job ad in front of your ideal candidates before your competitors. And that job ad has to be appealing and engaging.

Once you find a short list of people to interview, you need to create your strategy for choosing the best candidate. From coordinating your hiring team to administering employee assessments, the right tools can streamline and bolster your recruitment process.

Recruitment Methods

There are two primary types of recruitment methods: internal recruiting and external recruiting. Several innovative digital tools can assist you in every step of these recruitment methods. The right applicant tracking software (ATS) can help you manage both of these recruitment methods.

Both methods will use many of the same tools found in an ATS. These include hiring assessments and employment applications. You’ll also need a strategy and recruitment process flow for both methods. An applicant tracking system can help you find candidates and hire the best person whether you’re hiring from within the company or bringing in new talent.

If you’re searching for an external candidate, you’ll need to cast your net into the digital realm using job sites and social media. You’ll also need to engage your candidates where they are: on their smartphones. Your recruiting methods need to be mobile friendly, from the job application to text communications.

On the other hand, you’ll need some specialized tools for your internal recruitment methods. Ideally, succession planning is already part of your recruitment method process. Assessing your current workforce for qualities such as leadership potential and personality type can help you identify the roles in which they can excel.

You can use our Recruitment Process Content Scorecard PDF to analyze and rate your methods of recruitment. This checklist can help you identify areas for improvement from creating a description of your ideal new hire to writing a job ad that will attract the right candidate.

Whatever your recruitment method, you can use the latest recruitment tools and techniques to streamline your hiring process. Applicant tracking software can save you time with one-click posting to quickly advertise to multiple job search sites. You can also manage all of your communications from within the software and leverage customized assessments.

Recruitment Process Steps

Your recruitment process will go more smoothly if you break it down into stages. You can stay on track by assigning a deadline for each task and a stakeholder to bring it to completion. If you’re wondering what are the stages of the recruitment process, then check out our blog post here.

You can further kick the steps in your recruitment process into high gear by downloading our PDF Guide to Superhero Pre-Employment Screening.  This guide is packed with the best pre-employment screening tips to make your recruitment method a success.

Digital tools can streamline each stage of your recruitment method process. When choosing the right applicant tracking software, it’s a great time to rethink your hiring strategy and visualize your hiring workflow or flow chart. Think about the stakeholders who should be involved at different steps. You can then use the ATS to assign jobs, or candidates, to your hiring team from within the software.

You’ll also be able to measure your recruitment method results throughout the process as you zero in on the perfect candidate. A comprehensive applicant tracking system will gather data detailing your job ad’s performance across job sites.  Finally, an ATS can capture data over time so you know which recruitment methods are bringing the superstar candidates.

Digital Recruitment Methods

Digital recruitment methods, tools, and techniques can save time and improve the accuracy of your data. Directing applicants to a custom job site that has the look and feel of your company’s website can improve the applicant experience. A job site can also save data entry time because the content displayed there is automatically populated by your applicant tracking system.

A job site isn’t the only place where you can save time in your recruitment method and improve the accuracy of your data. With the right applicant tracking system which includes an employee onboarding platform, new employees can input their data into digitized employment forms. Much of this data can then be pushed to your payroll software.

Additionally, an ATS can take the place of redundant Excel files and paper trails by organizing all of your hiring information in one place. Your hiring team and other stakeholders can communicate and complete tasks from within the system.

External job boards are excellent resources when seeking external applicants. But multiple input screens and scattered passwords can prevent you from making the most of online job boards. An applicant tracking software portal will allow you to post your ad on all of your favorite sites with just one click.

The list of recruitment methods in the digital age will continue to grow. But you don’t want to waste time on the ones that don’t work. Tools such as applicant tracking software can help you keep track of the digital recruitment methods that yield the best results.

Regardless of the types of recruitment methods your organization uses, the digital age will extend your reach and make your results more successful. An ATS can make your entire hiring process more manageable.

Selection Methods

As you know, you need to carefully document your recruitment methods and selection process. An applicant tracking system can assist you with this and the associated compliance reporting.

An ATS can make your selection process easier in other ways too. You can use an ATS to rate each candidate. Once you have your short list of interviewees, you can communicate with each one from within the system and utilize integrated calendar scheduling to invite the best candidates to schedule interviews. You can even administer background checks and employment assessments.

Using employment assessment tools in your recruitment method and selection of candidates is an effective way to reduce the time it takes to find your new hire. If you have the right applicant tracking software, you can use custom assessments or choose from a list of industry specific tests.

Recruitment Methods And Savings

When you use the right recruitment method tools, you’ll save time and money whether you’re hiring within the company or bringing in a new employee. Your recruitment and selection process has a powerful impact on your company’s financial health.

It can cost upwards of thousands of dollars to fill each empty chair. Using applicant tracking software that addresses recruitment method challenges will save time and, ultimately, reduce employee turnover.

Download the Recruitment Process Scorecard | ExactHire

 

Image Credit: Photo by Kari Shea on Unsplash

Solving The Selection Process

Hiring a new employee is an important and complicated process. Businesses who make the right choice of employee can see the advantages, however many businesses end up hiring new staff that are not the best choice for their organization.

Download our hiring process questions guide

According to research by Leadership IQ, just under half of all new hires will fail within the first 18 months of employment and only 19% of employees will achieve ‘unequivocal success’. There are numerous reasons why new hires might fail according to the study, for example they:

  • Can’t accept feedback (26% of new hires).
  • Can’t understand or manage emotions (23% of new hires).
  • Lack motivation (17% of new hires).
  • Have the wrong temperament for their position (15% of new hires).
  • Don’t have the right skills for the job (11% of new hires).

The study believes that these results should not be surprising. 82% of the 5,247 hiring managers surveyed indicated that they believed the signs were present in the interview, but they didn’t notice them because they were too focused on other issues, had limited time and/or lacked confidence in their ability to interview suitable candidates.

These aren’t the only reasons why a bad hire might be selected to work for your organization. So how can you avoid this? Here are some suggestions:

1. Check References

While references aren’t always going to be reliable, (who is going to give you a reference who will speak poorly of them?), they can be an excellent resource for checking facts and details. Numerous candidates will stretch the truth on their resumes. The four most common lies according to Forbes are to do with education, employment dates, job titles and technical skills.

Checking these facts against the candidates’ claims can indicate their typical behaviors and attitudes to work. For example, if you find out that they left a company six months earlier than their resume states, then you can challenge that information.

Reference checking, if not done properly can increase your paperwork, limit your time and without the right skills, give poor results. That is why it is always helpful to have some extra support during the process. This can either be done in-house with additional staff or externally.

Just be sure that you are getting the right information from the candidate’s references and not limiting the potential foresight you can gain from previous employers.

2. Better Employee Assessment

There are two main aspects to consider when deciding whether your candidates are the right fit for your open position or not. Firstly, you need to know that they have the technical skills to complete daily tasks. At a minimum, they should have the potential to learn those tasks before being considered.

Another issue is the corporate culture fit. The wrong candidate with a different set of values and beliefs to those of your business culture can be devastating to your business. They could disrupt your current employees making them less productive and could upset customers who have developed expectations about the treatment they should receive from your staff.

A bad hire can also waste a lot of time in the future. Research by Robert Half International found that a bad hire can dominate up to 17% of a supervisor’s time. This is equivalent to one day a week.

These corporate cultural fit candidates can be better found by using employee assessment tools. These tools are very helpful when it comes to managing not just your candidates’ technical skills but also their behavioral attributes.

The software can even be programmed to highlight problem areas of your candidates as they are going through the process.

All of this helps you, and those in the selection process, to make better-informed decisions based on facts rather than emotions, which isn’t always reliable.

In addition, employee assessment software can support you in multi-level candidate selection where your hiring process involves multiple people assessing each candidate’s suitability.

3. Increase Automation To Increase Your Time

One of the major issues for hiring managers is that they don’t have enough time to manage the selection process. After all, hiring managers also need to manage their current staff and tasks. That is why a certain degree of automation is useful in the hiring process.

When posting a new job opening, you should use software that can help you publish that job opening in as many places as possible. Job boards and social media are two places where new jobs should be published, but after the first publication doesn’t need you to manually submit it every time.

When you do manually share your job openings across numerous platforms, your time is wasted. It could be put to better use.

Also, when candidates do apply, you need to find a way to assess and report back quickly on their suitability for a position. By using pre-written screening questions, you can quickly assess your applicant’s credentials and qualify them before you’ve even read their resume.

Another way to save time is by getting those candidates who might have been suitable for a previous role but just missed out to apply for a new position. Your recruitment software should be able to send out a new job position email to interested candidates and help you make direct contact with keyword searches.

The quicker you find a candidate and less time you spend doing it, the better for your business.

Conclusion

Finding a new hire for your business is a risk. Almost half of new hires will be a cost to their business and fail within the first 18 months. Only one in five will be selected correctly and achieve anything of worth in their organization.

To combat this, hiring managers need to adjust their practices and the tools in their hiring arsenal so they can make better recruitment decisions by selecting the right candidate at the beginning. A good tool will also help them to manage their reference checking and save time during the recruitment process so they can concentrate on what really matters.

How do you ensure your candidate selection is safe? What tools do you use?

Let us know in the comments below.

ExactHire provides hiring software for small- to medium-sized businesses. HireCentric ATS is a full-featured applicant tracking system that streamlines applicant management and recruiting efforts. Additionally, our onboarding software ensures that a new hire’s first few weeks are productive and enjoyable. To learn more about our solutions, contact us today.