4 Recruiting Tools for HR Teams to Bring Out Their A-game
Tools are the basics that make it easy for artisans and professionals to do their work. That doesn’t mean they are not as skilled as they claim, but the right tools make it effortless to deliver the clients’ desired results.
Gone are the days when job ads, spreadsheets, and email dominate the recruitment process. Thankfully, modern technology has displaced all of them, offering recruiters better opportunities and tools to source the best candidates. These recruitment tools aid HR team in candidate sourcing, resume management, interviews, and hiring processes.
With such tremendous progress and measurable results in the recruitment field, it would be a disservice for an HR department not to use any of these tools. Unfortunately, not all HR teams are lucky enough to know these tools.
While some struggle to transition to these modern tools, others are naive and still grappling with their old ideas. Consequently, it leaves them with the wrong job candidate who may affect the development of the company. The good news is that it is not too late.
Aside from the usual job description and computer method, there are other recruitment tools HR teams can use to bring out their A-game. Continue reading this article to the end to learn more about these tools.
1. Applicant Tracking Software
A typical Applicant Tracking Software (ATS) does more than sorting applications. It helps you store resumes, messages, schedule interviews, and share your job post on the internet. Also, it can help you rank the resumes of applicants so you can have only a small number to deal with. According to CNC, over 95 percent of Fortune 500 companies use an ATS to make their recruitment process seamless and manage thousands of applications they receive.
Why would you go through piles of applications you receive when there is a powerful tool, probably because you want to cut costs? It takes an average recruiter about 6 seconds to skim one resume. When you multiply 6 seconds by hundreds of applications that come in, that’s a huge number to face.
It is not wise enough to neglect ATS because that may slow down the whole recruitment process. Besides, not using the right ATS leaves you not having the patience to go through the resumes of potential candidates for the position. That might make you miss the candidates you want. While larger companies are already taking advantage of ATS, only a few small companies are using it. Some of the common ATS include Taleo, SmartRecruiters, CATS, iCIMS, etc.
2. LinkedIn
LinkedIn is the world’s biggest professional network and social platform, housing recruiters and job applicants in one location. There are many reasons LinkedIn is part of the leading recruitment tool.
First, it breeds job applicants or potential candidates for the right job. Unlike other social media platforms, LinkedIn helps candidates connect and develop meaningful professional relationships. Candidates can learn many of the skills HR teams demand in job descriptions on LinkedIn.
Eventually, when it is time for the HR department to hire candidates, it becomes easier because they have already learned all it takes to do the job. All the HR teams need is to connect with likely candidates through their LinkedIn profiles which often showcase their professional strengths, skills, and education. That way, they can filter out candidates without them even knowing.
Besides, the HR teams can use specific keywords for fishing out candidates that fit their job description on LinkedIn. Even if you can’t find the right candidate at the moment, the app keeps you updated when potential candidates show up.
Nonetheless, not all candidates use LinkedIn, which is why you should explore other options, including Twitter, Reddit, Facebook communities with candidates that fit your profile and other talent platforms like Xing and Twlay.
3. The services of a PEO
PEO stands for professional employer organization. So, what does a PEO do? The job of a PEO is to collaborate with your company to coordinate and manage your human resources activities.
A PEO Canada is an organization that helps both small and medium-sized companies in Canada streamline their recruitment process. They work by using integrated human resource services to minimize employer risks for compliance monitoring. Small and medium business owners can benefit from PEO to help them reduce the stress of managing and growing their businesses.
Some of the things PEO relieves of entrepreneurs include payroll services, vacation expenses, workers’ compensation, and benefit programs to retain high-performing employees. Smart recruiters and HR can make the best out of PEO to improve human capital and payroll management. That allows them to focus on other aspects of the business. PEO usually has professional and reliable HR teams to meet the needs of companies.
4. Job descriptions
The first thing that introduces job applicants to a potential job is the job description. It is the only way you can attract the right candidate, if written well, of course. While it might look like job applicants to the ones at the receiving end, it isn’t. As they seek reputable and suitable companies to satisfy their needs, recruiters and HR departments are also in need of the most suitable candidates.
Recruiters and HR teams need to create eye-catching and attention-grabbing job descriptions. The job description should clearly show the purpose, duties, qualifications, responsibilities, and working conditions attached to the position. Also, an effective job description clarifies the expected result without mincing or cloaking words to confuse candidates in any manner. Some of the details in a job description include:
- Job title
- Purpose
- Responsibilities and duties
- Qualifications
- Education
- Experience
- Skills and strengths
- Working conditions
To write a precise job description, the HR department should be specific and paint the picture of the job condition and environment to candidates. Also, HR teams should avoid redundancy and go straight to the point. The internet is full of distractions, and if applicants don’t see what they need on time, they move on to the next job ad. Meanwhile, it is important to include the salary or salary scale. Not putting this might scare the candidates off.
Conclusion
Effective tools are there to help organizations manage their business affairs smoothly. HR teams have been conducting human resources activities for a while now. However, with the increasingly fast-paced technology and integrated services, the HR department needs to improve its work and promptly meet clients’ demands. Tools like ATS, PEO, LinkedIn, and robust job descriptions can upscale HR teams’ work and attract them to the most qualified candidates.
Salman Zafar is an ecopreneur, consultant, advisor, speaker and journalist with expertise in waste management, waste-to-energy, renewable energy, environment protection, conservation and sustainable development. His geographical areas of focus include Asia, Middle East, Africa and Europe. Salman is the Founder of EcoMENA, a popular voluntary organization based in Qatar. He is also the Founder and CEO of BioEnergy Consult, a reputed consulting firm active in biomass, waste-to-energy and waste management segments.
Salman is a professional environmental writer with more than 350 popular articles to his credit. He is proactively engaged in creating mass environmental awareness in different parts of the world.
Salman Zafar can be reached at salman@ecomena.org or salman@bioenergyconsult.com
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