There is a prevailing belief that the recruitment industry is flawed and that job seekers are often left to pay the price. But what if the industry is undergoing significant changes thanks to recruitment software designed to support talent acquisition? In this article, the FastTalent team aims to provide insights into how HR leaders can utilise innovative solutions to enhance recruitment and manage high-volume hiring needs without compromising efficiency.
1. Software for Recruitment Efficiency
Multiple bright recruitment solutions aim to provide new technologies for recruiters on the talent acquisition side. Imagine a recruiter or staffing agency with hundreds of monthly positions to fill, each receiving hundreds of applicants.
Finding the right candidates can be challenging when skimming through dozens of application profiles. This is where software like FastTalent also lends a hand to assist recruiters:
- Recruitment process automation tools: Software for tracking applicants in their application pipeline and seeing their progress from application to recruitment.
- Real-time data: Following a clear overview of the number of jobs potential candidates are filling, and helping departments make informed choices about budget allocation for job postings. This also provides up-to-date hiring trends and candidate data, allowing companies to refine their hiring strategies to match the job market’s demands.
- Targeted Job Advertising: Creating new job posts across multiple platforms that help increase visibility through targeted advertising. This makes it easier for people with the right skills and experience to receive job notifications that match their qualifications.
2. Employer Branding as a Recruitment Asset
Highlight the power of a strong employer brand to attract top talent. This is where tackling specific issues that job seekers face through authentic stories about company culture and values becomes crucial, leveraging social media, industry organisations, and other channels to convey these messages effectively. A genuine brand helps organisations stand out and attract candidates who align with their mission.
For example, many job seekers face lengthy application processes or are continuously ghosted by companies that could have been a great fit. These stories and topics can earn trust and credibility for HR leaders who want to recruit top talent for different companies.
At FastTalent, for example, we enjoy writing navigation tips on how recruiters face a tough time navigating a large talent pool and analysing the support of advanced algorithms that can target passive candidates by analysing their online activity and engagement.
3, Application Tracking Systems
It is no surprise that many HR leaders and professionals are swamped with resumes thanks to job openings becoming increasingly publicly available. A single job post on LinkedIn, for instance, can attract hundreds of applicants within a matter of days, thanks to the prevalence of remote work.
This makes recruiters’ jobs much more time-consuming since they are compelled to sift through dozens of unqualified applications and improve the overall hiring experience for both recruiters and candidates.
This is where ATS, or application tracking systems, can be a huge advantage in quickly skimming through a dozen resumes that do not meet specific job criteria. ATS can help outline the requirements presented by HR to be even eligible for an interview. These criteria can include a minimum number of years of work experience, education, skills, and the relevance of work history. This helps HR leaders focus on the strongest candidates and eliminate the weaker ones.
4. Diversity, Equity, and Inclusion in the Hiring Process
DEI is a common term that describes policies and programs aimed at promoting the representation and participation of diverse groups of individuals. Why is this beneficial for HR leaders?
While we have already discussed narrowing down unqualified candidates through the ATS, we can also expand the potential hire pool by diversifying the job pool. According to a Forbes article, DEI companies had a 39% increased likelihood of outperformance for those in the top quartile of ethnic representation versus the bottom quartile.
HR leaders can also use the power of CSR (corporate social responsibility) in their branding to attract more applicants.
5. Job Advertising
Targeted job ads offer a strategic advantage in a crowded job market, enabling HR teams to focus on attracting candidates with specific skill sets or relevant experience. When implemented effectively, these ads reduce the time spent sifting through unqualified applications and optimise the overall hiring experience for both recruiters and candidates. Recruitment software can automate and optimise this targeting process, ensuring job postings reach a relevant audience and meet hiring needs effectively.
Conclusion
HR leaders will need help recruiting the best candidates as job seekers seek to maximise the number of applications through AI. While the number of job seekers increases on paper, the right candidates may be lost under the piles of applicants generated by AI.
This is why HR leaders and recruiters must adjust their talent acquisition strategies to accommodate the new recruitment processes, leveraging automation through software.
