It’s an open secret that professional recruiters spend a significant amount of their workday on mundane and repetitive tasks. But do you know how much?
A revealing EY research found that recruiters spend up to 86% of their time on administrative tasks rather than on people-centric work.
That is an eye-popping number. Luckily, we are on the cusp of the automation era and staffing firms are turning to cutting-edge HR tech to optimize their processes, reduce inefficiencies, eliminate biases, and engage with the right talent at the right time.
In this blog, we have listed versatile tools across the hiring tech spectrum that enable you to redesign workflows, increase productivity, and scale as your company grows. Take a look!
A Job Description (JD) plays a bigger role in attracting talent than it is usually given credit for. It also broadens the pool of candidates to source from.
For talent acquisition professionals who struggle to create JDs that attract and resonate with the right talent, a tool like Ongig is the necessary choice. This text analyzer detects any boring or biased phrases in the description, prevents you from displaying a racial, age or gender bias, encourages even passive job seekers to take a second look, and does a grammar check to boot.
The ideal way to source would be to find a go-to channel where you find candidates that match your exact description. But with the plethora of job portals available, the candidate pool is also scattered. Using a tool here would not only improve efficiency but also eliminate extra costs and effort spread over multiple recruiting platforms. Tools like Clearbit and Hunter get you Linkedin pages and email IDs of talent from other organizations, but dedicated HR tools can help widen the search.
For instance, SeekOut scours multiple job portals simultaneously to pick qualified candidates. Its talent sourcing engine builds custom shortlists of candidates based on a job description from your organization’s ATS.
AI Chatbots like Sense Chatbot take on tasks like screening, scheduling, and answering basic help inquiries, letting your recruiters reinvest that time savings into revenue-generating activities. You can even let your chatbot play “traffic cop” to screen out candidates that aren’t the right fit early in the process.
Tap the passive talent that’s hiding in plain sight — right inside your ATS. Discover how>
Are you concerned that your recruiting processes are not in line with your organization's policy on diversity and inclusion? Check out Gapjumpers. They run diagnostics to identify gap areas and reduce potential biases in sourcing, screening, and shortlisting qualified and diverse candidates through blind hiring.
Once you have a shortlist, sorting through the noise and scheduling interviews with your star talent can be rather daunting and time-consuming. There are a lot of tools like Calendly and TimeTap which speed up the process here.
With Sense Meetings (available on Sense Chatbot and Engage), you can automatically send a calendar link to candidates and have them pick a time that works for everyone. Sense Meetings supports Google, Exchange 365, Exchange, and Outlook calendar platforms.
There are IQ tests and personality tests aplenty, but some tools actually help you hire better. Take for example, AthenaQ. This is based on the principle that ‘judgement’ — or what decisions a candidate makes in every day & exceptional situations — differentiates the best candidates from the rest and determines job success. This could be a great test to identify the right candidates for jobs that require balance, tenacity, and presence of mind, for example in healthcare or machine ops.
Another example is Mcquaig, a psychometric profiling tool that uses the ipsative methodology; this means recruiters can compare each candidate with a predefined set of characteristics required for the role. The tool helps you identify candidates who fit the behavioral profile faster.
In the light of the pandemic, interviews have gone virtual. There are enough video conferencing platforms available, but choosing one designed for interviewing has its advantages. Talocity is a video interviewing platform that supports customizable interviews —live, two-way sessions as well as candidate-focused, pre-recorded ones for when timezones or timings don't march.
The platform also does voice assessments and gives recruiters behavioral insights on the candidates based on psycholinguistic and psychographic analysis to make more informed hiring decisions.
See how a chatbot can work as your 24x7 recruiter and do the first-level screening of candidates >
Reference checks are an unskippable part of hiring — but also time-consuming. To dodge a bad hire, tools like Checkmate help with online reference checks, background verification, and pre-employment screening. They offer customized workflows and employer branding to keep the candidate experience consistent.
Once you’ve found and placed the right candidates for the job comes the crucial step of onboarding. Employees who are part of structured onboarding programs have a better understanding of the organization’s culture. In the current pandemic climate where more teams are going virtual, onboarding has become more challenging.
What can help is checking in with the hired candidates regularly before and after their start date. With automated workflows on Sense Engage, for example, you can ping candidates and ensure they know where to go and whom to talk to on their first day. You can also stay in touch with candidates through the first few days so that employees onboarded remotely feel better connected.
Another useful tool is Chief Onboarding, which does employee onboarding for virtual teams. It streamlines the chaotic process for IT, HR, managers, and new hires. The open source tool also offers a possibility of welcoming new employees through Slack with the help of their Slack bot. The bot will guide the employees through their onboarding journey and answer all of their questions from dress code to resources & courses.
We could go on and on — hiring tool options are that diverse and it can be challenging to figure out which ones work best for your team. If you are looking for solutions to boost your recruiters’ productivity, please get in touch. We have an entire suite of offerings that help you automate, personalize & optimize your entire talent lifecycle.