There are many new recruiting tools on the market today that can help make the recruitment life cycle faster and cheaper. But remember good people are hard to find ( good recruiters are hard to find too ) and even if these tools are in your tool chest they are only as good as the recruiter who uses them and the talent pools being developed. There is little value in lowering the cost, tracking and speeding the hire from a pool of the wrong candidates. Using these tools while working with a capable and motivated recruiter will help deliver better talent faster and at a lower cost. Good recruiters are hard to find too.
AN IMPORTANT FIRST STEP OFTEN OVERLOOKED
I believe that the greatest opportunity for improvement in any recruiting lifecycle starts with the hiring manager’s job description. Most managers find the hiring process so unrewarding that they don’t defined, describe and communicate the job and their expectations as well as they could. If more focus and effort was spent on this beginning stage of the recruiting life cycle better outcomes would be more likely every time. I haven’t seen a tool to help with this phase but a good recruiter should be able to help a lot. Like a business analyst they can make it easier to translate the hiring manager’s vision into what he or she wants to hire into action items to produce results.
Some other suggestions for a better process are described in 8 TIPS FOR RECRUITMENT
Examples of some of these time saving and useful tools include:
1. Use your good employees to hire other good employees. AUTOMATED REFFERAL PROGRAMS are one of the best ways to help companies find and hire better candidates because they will allow the targeting of potentially referred proven talent and warm call introductions when worked by a skilled recruiter. The best ones are incentive based and make it easy for the recruiter to communicate with and track talent.
Examples:zao.com Zalp.com goodJob.com Gravity Branchout.com Jobvite Linkedin.com
2. Eliminate the pain of posting jobs. JOB DESCRIPTION PLACEMENT AND POSTING SYETEMS – make it easy for wide distribution of job openings on paid and free job boards, forums, web sites, blogs etc. They will generate a flow of candidate’s resumes and will require much time or other tools to evaluate properly. Probably not best used if you’re looking for a hard to find talent or key employees. Best used when you need not be so selective.
Examples:zipRecruiter.com broadbean.com smartRecruiters.com jobtarget.com
3. Keep the process organized. APPLICANT TRACKING SYSTEMS (ATS ) – application tracking systems can automate many of the functions discussed and help you track and communicate with candidates. They can help standardize and document the recruiting process, profile and rank candidates, integrate with social media and build talent pools. No matter how ‘smart’ the systems become they are only as valuable as the motivated people who use them.
Examples:pcRecruiter.net iCIMS.com bullhorn.com bigbiller.com
4. Get DATA for better hiring decisions. ASSESSMENT AND TESTING – hundreds of testing and assessment tools exist for the idea of making better job / employee matches and standardizing the hiring process. No matter which one you use, they should only be considered as an additional data point and not be the sole reason for making a higher.
Wellhire.com Proveit.com DISC
5. Interview remotely to free your schedule. VIDEO INTERVIEWING SYSTEMS- these systems take advantage of user webcams and SAAS technology to present a set of standardized questions to the candidate. The responses are videoed and stored so that a manager can review and assess on their own time. I believe this technology will become prevalent because of the time saving and cost saving virtues.
Interview4 InterviewStream Jobvite video
6. Get better more meaningful references. AUTOMATED REFERENCE AND CREDENTIAL CHECKING – are great time and money savers. References can be checked for about $30 -$50 per candidate. The systems will help standardize the checking process and because they have some level of confidentiality built-in overcome the vanilla responses often received from person to person checks. Very useful reports can be generated.
These are just a few of the tools that should be considered not only because they can lower the cost of hiring but because they can help you standardize your process. Once you have standardized your life cycle recruiting process you can better understand it and work to improve it. Ultimately the system you develop will pay huge dividends in your company success.
Author: Rick Zabor
Engineer / Scientist / Researcher turned Recruiter in 1987. Interested in the best way to do things and mixing with people who have passions for life. Writes on topics important to building winning teams and personal growth and accomplishment. Connect with me on Linkedin. Lives in Atlanta, GA.