Recruitment is a tricky business. 70% of the global workforce is built on passive talent, meaning that recruiters need to be extra creative and tactical in their approaches to finding the perfect candidate for each role.
On the sales side, recruiters need to find enough qualified buyers and be able to close deals quickly. The sales cycle is often lengthy, and open roles that aren't filled quickly can be costly. Fortunately, technology can help recruiters streamline their operations and optimize their workflow. Here are five ways that recruitment agencies use technology to streamline their operations in 2023.
The idea behind automated scheduling is to free up time for recruiters to focus on more important activities such as outreach and research. Automated scheduling tools like Calendly make it easy for companies to book interviews, send out automated emails to applicants, and manage the recruitment process. Scheduling automation eliminates the need for back-and-forth when it comes to arranging interviews, saving recruiters time and energy and speeding up the recruitment process.
Some companies even take this a step further and leverage AI chatbots to pre-screen candidates and answer simple questions. Chatbots aren't the best for complex conversations, but they can help recruiters quickly answer basic questions and direct applicants to the right resources.
Cloud-based recruitment platforms like Jobvite, Lever, and Greenhouse provide a central hub for recruiters to manage their hiring process. Candidates can easily create profiles, apply for jobs, upload documents, book video interviews, and monitor their progress.
CRM software is another one of the best examples of this; it allows recruiters to track leads, store customer data, and manage the entire recruitment process from one platform. Some CRM tools are built for recruitment agencies. For example, Bullhorn is a powerful CRM tool that integrates with other software to help recruiters streamline their processes.
Cloud-based platforms are also designed to make collaboration easier. This is particularly useful for recruiters who need to collaborate with their team or clients in real-time during the recruitment process. Recruitment firms use project management tools like Monday.com and Asana to keep track of tasks, deadlines, and progress. And they use communication platforms like Slack and Microsoft Teams to stay in touch with their teams.
However, ATS platforms have their limitations. Since AI reads resumes, those missing valuable keywords may be overlooked and not get the attention they deserve. For recruitment agencies to effectively leverage the power of an ATS, their staff must still conduct their own talent sourcing, screening phone calls, and research to uncover the best candidates. They also need to pay attention to little details in resumes, as well as the candidate's social media presence.
Now, agency owners can even create a job board website that is fully connected with their ATS. Without coding experience, they can build and customize their own website using drag-and-drop tools.
Modern recruitment firms are leveraging online video interviewing technology to streamline the recruitment process to conduct remote interviews. Video interviewing tools such as Spark Hire and VidCruiter allow recruiters to assess potential candidates without having them travel to the office or incur additional costs like accommodation, travel, and phone bills. Zoom makes the process even more straightforward; it enables recruiters to interview several candidates in quick succession with just one platform, as well as record and store the interviews.
The benefit of using online video interviewing platforms is that recruiters can get a much better understanding of the candidate's personality than what an ATS could provide. By being able to hear candidates’ responses in real-time, recruiters can make more informed decisions about who they want to bring on board.
It is also becoming more and more popular among college students, according to a Pew Research Center social media use study. For recruiters and brands looking for fresh talent out of college, LinkedIn is where most of them are actively pursuing new roles.
For recruiters, LinkedIn is constantly upgrading its tools, making it easier to get candidates’ attention. They can use LinkedIn Ads to target specific audiences, as well as the platform's social referral program to tap into their networks to build a larger candidate pool.
LinkedIn is just the tip of the iceberg when it comes to modern talent sourcing. Staffing companies are also beginning to use other social media platforms like Twitter and TikTok to find potential candidates. Influencers, brand campaigns, and social activities play an increasingly significant role in whether younger generations of employees decide to join a company, and social media is the best way to communicate with them.
On the sales side, recruiters need to find enough qualified buyers and be able to close deals quickly. The sales cycle is often lengthy, and open roles that aren't filled quickly can be costly. Fortunately, technology can help recruiters streamline their operations and optimize their workflow. Here are five ways that recruitment agencies use technology to streamline their operations in 2023.
1. Automated Scheduling
Automated scheduling is the process of automating routine tasks related to the recruitment process. This can include scheduling interviews, generating candidate assessments and evaluations, tracking job applications, and notifying candidates about their status.The idea behind automated scheduling is to free up time for recruiters to focus on more important activities such as outreach and research. Automated scheduling tools like Calendly make it easy for companies to book interviews, send out automated emails to applicants, and manage the recruitment process. Scheduling automation eliminates the need for back-and-forth when it comes to arranging interviews, saving recruiters time and energy and speeding up the recruitment process.
Some companies even take this a step further and leverage AI chatbots to pre-screen candidates and answer simple questions. Chatbots aren't the best for complex conversations, but they can help recruiters quickly answer basic questions and direct applicants to the right resources.
2. Cloud-Based Platforms
The recruitment industry has changed since the pandemic—most recruiters now rely on virtual platforms to reach potential candidates and conduct interviews. Cloud-based platforms are a type of technology that allows recruiters to access and manage their recruitment processes from any device, anytime, anywhere. They are especially helpful for recruiters who need to be able to manage their workflow from multiple locations.Cloud-based recruitment platforms like Jobvite, Lever, and Greenhouse provide a central hub for recruiters to manage their hiring process. Candidates can easily create profiles, apply for jobs, upload documents, book video interviews, and monitor their progress.
CRM software is another one of the best examples of this; it allows recruiters to track leads, store customer data, and manage the entire recruitment process from one platform. Some CRM tools are built for recruitment agencies. For example, Bullhorn is a powerful CRM tool that integrates with other software to help recruiters streamline their processes.
Cloud-based platforms are also designed to make collaboration easier. This is particularly useful for recruiters who need to collaborate with their team or clients in real-time during the recruitment process. Recruitment firms use project management tools like Monday.com and Asana to keep track of tasks, deadlines, and progress. And they use communication platforms like Slack and Microsoft Teams to stay in touch with their teams.
3. Automated Screening
Automated recruitment tools are software that automates and streamlines the recruitment process by automating routine tasks. Cloud-based platforms such as Applicant Tracking Systems (ATS) allow recruiters to manage large volumes of candidate applications quickly and effectively. This can help speed up the recruitment process significantly, as recruiters can easily search for particular information and view all related activities in one place.However, ATS platforms have their limitations. Since AI reads resumes, those missing valuable keywords may be overlooked and not get the attention they deserve. For recruitment agencies to effectively leverage the power of an ATS, their staff must still conduct their own talent sourcing, screening phone calls, and research to uncover the best candidates. They also need to pay attention to little details in resumes, as well as the candidate's social media presence.
Now, agency owners can even create a job board website that is fully connected with their ATS. Without coding experience, they can build and customize their own website using drag-and-drop tools.
4. Online Video Interviewing
26% of the workforce is fully remote and nearly 100% of employees want some form of remote flexibility when it comes to their work. From a talent perspective, individual companies and staffing firms can now connect with a much larger and more diverse candidate pool than ever before.Modern recruitment firms are leveraging online video interviewing technology to streamline the recruitment process to conduct remote interviews. Video interviewing tools such as Spark Hire and VidCruiter allow recruiters to assess potential candidates without having them travel to the office or incur additional costs like accommodation, travel, and phone bills. Zoom makes the process even more straightforward; it enables recruiters to interview several candidates in quick succession with just one platform, as well as record and store the interviews.
The benefit of using online video interviewing platforms is that recruiters can get a much better understanding of the candidate's personality than what an ATS could provide. By being able to hear candidates’ responses in real-time, recruiters can make more informed decisions about who they want to bring on board.
5. Social Media Platforms
Thanks to LinkedIn, social media and recruitment have become intertwined. Its hundreds of millions of active members have made it a powerful recruiting tool that allows recruiters to search for passive and active candidates quickly, while also allowing them to create job postings, track applications, and share content on their company page.It is also becoming more and more popular among college students, according to a Pew Research Center social media use study. For recruiters and brands looking for fresh talent out of college, LinkedIn is where most of them are actively pursuing new roles.
For recruiters, LinkedIn is constantly upgrading its tools, making it easier to get candidates’ attention. They can use LinkedIn Ads to target specific audiences, as well as the platform's social referral program to tap into their networks to build a larger candidate pool.
LinkedIn is just the tip of the iceberg when it comes to modern talent sourcing. Staffing companies are also beginning to use other social media platforms like Twitter and TikTok to find potential candidates. Influencers, brand campaigns, and social activities play an increasingly significant role in whether younger generations of employees decide to join a company, and social media is the best way to communicate with them.
