Your company’s recruitment strategy may have changed in recent years. Your HR department might be focusing on the long-term success of its strategy. Therefore, they will likely try new tactics and strategies to improve the outcomes.
Recruiters are evolving hiring strategies to acquire the best talent and improve candidate experience. They are modifying the interviews, eliminating the myth of commonly asked interview questions and what should be their answers. Besides, they emphasize candidate experience and the employer brand.
Hiring managers are also leveraging technology to optimize the functions and get the most out of them. Recruitment software greatly assists recruiters in almost every task and saves them valuable time. Let’s see how it can be beneficial for your organization.
Best Ways The Recruitment Software Benefits Your Company
Enhances Candidate Experience
Job seekers look for your employer brand before applying for a position; it is the first thing they come in contact with. The candidate experience starts from their very first day and ends on the day of onboarding. Candidate experience affects the employer brand and the hiring strategies in the long run. Therefore, businesses are giving more importance to the candidate’s journey. The recruitment software assists managers in optimizing it.
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The automated system enables excellent features that guide the applicants throughout their journey and create an impressive image of the company in their minds. Moreover, it helps to personalize the candidate journey, improving the hiring funnel.
The recruitment software personalizes and improves the candidate experience in the following ways:
- Enables multilingual applications, so the applicants can easily understand the required fields and company requirements.
- Most job seekers use mobiles to search for employment opportunities; therefore, the system optimizes job postings for mobile phones.
- It automates the interview scheduling and sets the interview time best suitable for both parties, saving them considerable time.
Improves The Hiring Funnel
Hiring executives usually source candidates from job boards and career events, but they often provide much time doing it. Automating candidate sourcing can save time and help to get qualified applicants in the first place. Moreover, a consistent and standard procedure is set to engage the candidates.
Some systems even offer AI capabilities to optimize the applicant search. It helps to target the right candidate at the right time by focusing on the job seeker’s skills, experience, and availability. However, selecting and hiring the right employee is not as easy as it seems; human involvement is necessary to get the expected results. The hiring process cannot be automated entirely, but it can save you notable time, which you can utilize to improve the recruiting funnel and candidate experience.
Boosts Social Reach
Social media plays a key role in determining the company’s image as job seekers look for brand profiles on different platforms to take an overview. Having a good social reach can contribute to your employer brand as well as your consumer brand. Therefore, applicant tracking systems help in that aspect also. They assist the recruiters in creating engaging job descriptions, targeting the audience, and increasing the posts’ visibility.
Some systems even allow integrating the company’s social media accounts so that everything can be handled from a single space. In addition, they help to publish posts in bulk, saving time and effort.
Establishes Effective Communication Channel
Communication also impacts the employer brand as it influences the candidates’ minds. Interacting with an applicant at the initial stage and not giving him any update about the further step negatively impacts the company’s image. According to the Talent Board, 52% of applicants wait for around 180 days or more to get a response from the hiring team. This shows disrespect to the candidate’s given time and efforts. Recruitment software enables efficient communication channels between the recruiting team and applicants.
The dashboard gives hiring executives a quick overview of all the applications and statuses. In addition, it provides you with necessary candidate data such as email addresses, phone numbers, and other details. Some vendors even allow messaging any candidate right from the system via email or text to update them about the further step.
Creates A Comprehensive Database
Talent pools are mandatory for HR departments to deal with hiring requirements in the future. However, manually maintaining the candidate details in spreadsheets or papers can be tedious and time-consuming. So, the applicant tracking system help to create a database of current and past applicants. In addition, it allows the recruiters to get in touch with the applicants at any time.
Based on the type of candidate, these are the major divisions of the talent pool you can create with recruitment software:
- Passive Candidates: Candidates who are not looking for employment opportunities but are open to discussions to get the right role. It would be best if you continue to nurture these applicants so they might consider your business in the future.
- Runner Ups: This includes the applicants who were previously interviewed for a position in your company but scored the second rank. Emphasize these candidates as they might best fit your organizational culture, and admire the second chance you gave them.
- Employee Referrals: These candidates are referred by your existing employees and might be suitable for your requirements but were not hired due to the unavailability of open roles.
- Ex-Employees: It is essential to stay in touch with your former employees. They are the greatest assets you should consider to re-acquire.
Some system providers also let job seekers create profiles and add details by themselves. So, the profile information stays up-to-date and relevant all the time. These systems note applicants’ interest areas and suggest relevant opportunities based on their skills and interests.
Summary
Recruitment software helps the hiring team achieve efficient results and utilizes less time and resources than the manual process. It cuts numerous unnecessary costs and eliminates irrelevant applications, so the HR executives don’t have to spare time for classifying them. However, it cannot provide efficiency without human involvement, so you should always focus on improving hires’ quality and digital advancements.
