5 Recruitment Tools Every Recruiter Should Be Aware Of
With various stages involved in the recruitment process, it is a hectic environment to provide a positive candidate experience without compromising the quality of the hire or efficiency of the recruitment process.
It is no wonder that recruiters and hiring managers have a hard time managing candidates, scheduling interviews, assessing their skills, onboarding the employees, and finally asking them to join the organisation.
To simplify the recruitment process and make the recruiters’ lives easier, they must use all the tools available at their disposal. Recruitment tools are intentionally designed with recruiters in mind to help them make the right decisions for hiring the proper candidates for their organisation.
Each recruitment tool proves helpful for different stages of the recruitment funnel. The following are recruitment tools that are most commonly used and needed to make the recruiter’s life easier.
1. Applicant Tracking Systems
An applicant tracking system (ATS) is the first tool that comes to mind regarding recruitment. An ATS handles resume screening, job distribution, candidate interview scheduling, and the candidate application process.
An applicant tracking system is a necessary tool that helps the recruiter to handle all the applicants individually. Using a spreadsheet may be an easy alternative when the organisation is in its early stages, but as the organisation grows and the number of open roles increases, tracking the applicants using a spreadsheet and manually marking the candidates’ progress may become a daunting task.
Did you know that 75% of the recruiters use some form of an applicant tracking system.
An ATS comes in handy when there are many candidates, and the organisation has to use a talent pool to search for potential candidates. A recruiter can add relevant keywords and search for candidates with specific experience.
The organisation can also indulge in collaborative hiring by sharing the candidate’s assessment results and comments. This way, only the employers involved in the hiring process will get to see the candidate’s assessments and arrive at a decision.
Depending on the applicant tracking system you use, the features might vary. But without a doubt, a recruiter must have an applicant tracking system for a hassle-free recruitment process.
2. Candidate Relationship Management System
A Candidate Relationship Management (CRM) system works alongside an ATS to improve the candidate experience by keeping current and future candidates engaged.
According to findstack, 65% of the businesses make use of a CRM technology within the first 5 years of launch.
A CRM keeps the communication between the candidates active and keeps them engaged with the organisation. Automated communications mean that the organisation needs not to be too concerned about candidates missing out on updates and the status of their applications.
The candidates are not limited to those currently in the recruitment funnel. It could be a past candidate who applied earlier and did not make it through the recruitment for various reasons. It could even be a potential future candidate or a passive candidate.
Handling the communication between the candidates and following up on all the conversations is needed to ensure that they have a positive experience with the organisation. A candidate’s experience is vital for your organisation’s employee branding.
3. Candidate Assessment Tools
How can you screen candidates after they have applied for your job postings? How do you know that the candidate is qualified enough to enter the recruitment funnel?
The answer is simple. Assess the candidate to check their skills. This helps the recruiter when they receive the candidate’s application along with the assessment score.
Candidate assessment tools are necessary to keep an eye on the quality of hires. The candidate must be screened based on their domain. For example, it could be a coding test to check the basics of their knowledge. The assessment could reveal the candidate’s skill set and testify to the years of their experience.
The assessment tools do not just provide technical questionnaires. A recruiter can also check the candidate’s ability regarding language fluency, comprehension, aptitude, and critical thinking.
Base the candidate’s assessment test on your needs and the requirements of the role they are applying for, having the results of all the candidates makes it easier to filter out the candidates who performed well.
4. Background Verification Tools
Background verification is vital for bringing an employee into the organisation. Background verification tools help the recruiter manage various referrals, the right to work for the employee, and their criminal records.
Such tools help the recruiter and hiring managers verify the documents with the help of various authorities.
The verification can also include the medical conditions of the candidate that should be made aware of by the candidate.
It is important to note that all these verifications should be compliant with the personal data protection act in the region.
5. Onboarding Software
When a candidate joins your organisation, it is essential to ensure that the transition process from a candidate to an employee is smooth. An onboarding tool ensures that the first few days of the candidate are good.
Onboarding software helps the new employee sign the documents necessary during the initial stages of employment. It also helps provide the employee with the required documents and videos for their training and prepare them through various other instructions necessary for their induction.
Onboarding software automates all these and helps the recruiters and managers ease the employee into the organisation without overwhelming them. The managers needed not to indulge too much time training the new hires.
Having onboarding software can reduce employee turnover by offering them a good experience. The onboarding experience sets the tone for the entire employee lifecycle as long as they are in your organisation.
Meet All Your Recruitment Requirements in a Single Platform
Handling the recruitment process can get overwhelming without all these tools. It can be hard for the recruiter to use all the different recruitment tools at various stages of the recruitment.
LogicMelon is an end-to-end recruitment solution that offers various functionalities required during different stages of the recruitment, right from the job posting to the onboarding process. Having all the features in a single ATS comes in handy.
LogicMelon keeps track of the candidate from the moment they enter the recruitment process. It can help you analyse and filter the candidate based on their experience, keywords, necessary skills and any other factor you require.
LogicMelon reduces the strain of the recruiter with the help of the feature that automates the candidate communication at the scheduled time. Added to that, the communication messages can be premade and added along with a template. It also contains a feature that helps the recruiter to verify the candidate with the help of various authorities for the candidate’s pre screening. Needless to say, there is also an onboarding feature that takes care of the initial needs of the candidate for their onboarding requirements.
A recruiter would need all the tools to handle the various challenges posed by the different parts of the recruitment funnel. Understanding all the standard tools can make it easier for them to provide a good candidate experience. A good candidate experience and proper employee branding can help you stay ahead of your competitors. These recruitment tools can help with making a more seamless recruitment process.
Award-winning recruitment software that will find, attract, hire and analyse the way you want to work. At LogicMelon, we have experienced software recruitment marketing specialists to help you build effective recruitment solutions supported by the best customer service you’ll find anywhere!
Conflict management techniques are the practice of being able to handle conflicts between individuals by analysing facts and resolving them.
Employee assessment aligns the objectives of employers with employees by reviewing the past and celebrating accomplishments and the future.
Digital recruiting refers to the use of technology to attract, find, select, assess, evaluate, and hire individuals for open positions.