10 Awesome Ideas for Recruitment in 2021

Every company needs to hire the right people with exceptional skills and good personalities to drive contributions for the success and growth of the organization. But hiring can be a complicated process, and it often consumes too much time to find the right talent.

The best thing that can be done is to involve different people, both from inside and outside the organization. These people will help carry out different processes correctly and determine if the candidate fits the organization’s needs.

The right recruitment software or hiring solution simplifies the recruitment process and saves a lot of effort, time, and energy.

Here, we will present you with the top 10 ideas for recruitment in 2021:

  1. Idea for recruitment #1: Get input from your hiring experts
  2. Idea for recruitment #2: Make sure that ATS and internal processes are in sync
  3. Idea for recruitment #3: Automate what you can
  4. Idea for recruitment #4: Be proactive regarding the future scenario
  5. Idea for recruitment #5: Understand the data requirements
  6. Idea for recruitment #6: Leverage social media
  7. Idea for recruitment #7: Integrate ATS with existing systems
  8. Idea for recruitment #8: Always consider candidates who have previously applied
  9. Idea for recruitment #9: Zero in on the right candidates
  10. Idea for recruitment #10: Replicate your established workflow in the ATS

Let’s discuss each one in-depth now!

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1. Get input from your hiring experts

The job market today is almost saturated. For a single job opening, you can expect hundreds of resumes. So, it is a tiring and challenging job to sift through all the applications and then pick the right candidate. And things go worse if the HR team does not get precisely what is expected from the ATS.

So, it is always recommended to loop in the experts or the experienced people in the recruitment process. These seasoned professionals will share some practical tips and tricks to improve the functionalities of ATS, which in turn will help the organization to post the requisitions quickly.

Some features which can be added to the ATS include:

  • Specific dashboards: They will help the experts get easy access to the most commonly used features.
  • Custom views/interfaces: They can be designed for talent acquisition leaders, hiring managers, and HR professionals.
  • Role-based permissions: They will help control both personal and sensitive information.
  • Mobile compatibility: This is an essential add-on for making prompt decisions.

2. Make sure that ATS and internal processes are in sync

Deeply examine the working of ATS by looking at the end-to-end processes. Try to figure out any gaps or loopholes in the process. Make sure that your ATS can automate all the underlying processes. It is crucial to strike a balance between the internal processes and the ATS.

3. Automate where you can

After looking at the end-to-end processes, it’s a good idea to explore the processes that can still be automated and simplified. For an ATS to be effective, the communication and the coordination should be in perfect sync. The ATS should be able to reach the candidates intelligently to reduce the time-to-fill.

Before buying any ATS, ensure that it has the scope of customization and has templates for:

  • Interview evaluation forms
  • Offer letters
  • Email templates
  • Hiring approvals

By automating these things, the hiring team will be able to fill the positions much faster.

4. Be proactive regarding the future scenario

“Change is the only constant.

The scenarios and organizations will be changing over time, and it’s the ATS that has to keep things going.

Organizations need to think very holistically about the online recruitment software as per their future goals. The decision-makers can eventually sit with the stakeholders and discuss future goals. The decision-makers should be fully aware of the hiring needs that get automatically derived from these goals.

5. Understanding the data requirements

Improving data quality does not mean collecting more data; rather, it’s all about managing the right data. To enhance the quality of an ATS, there are a few things that need to be kept in mind, including:

  • What information is being captured by ATS?
  • What information is required by the hiring team for making a great decision?
  • Is there a gap between the internal processes?

In case a gap is identified, the organization needs to work on additional information that might be required or any field that needs to be modified.

If the ATS is capturing irrelevant and redundant information, it’s always better to eliminate those fields. Optimizing the ATS means streamlining the workflow not only for the hiring team but also for the candidates.

6. Leverage social media to hunt great talent

Social media is a very revolutionizing and powerful recruitment tool. According to the statistics, more than 90% of companies use social media for recruitment, with a 73% success rate. Job postings over social media are free as compared to hefty sums charged by other e-job portals.

Furthermore, social media sourcing is an excellent approach to attract passive candidates.

Despite the incredible power of social media, many recruiters are still reluctant to use it for their recruitment drive. However, with the latest and greatest ATS, the hiring team can quell some of the issues and concerns around social media hiring.

The latest recruitment software can push the jobs straight to the social networks. Above all, the candidates can apply from their social media accounts, such as Facebook and LinkedIn. An ideal ATS will enable the current employees to post job openings to their social media accounts and attract candidates from their network.

Make sure to check our guide on social recruitment and social media recruitment strategies.

7. Integrate ATS with existing systems

If your goal is to achieve a seamless hiring process, then you need an ATS that “plays nice” with all your other strategies.

Make sure that the recruitment software or ATS blends well with:

  • Human resource information system (HRIS)
  • On-boarding program
  • Work status verification system
  • External job posting system
  • Scheduling and coordination tools
  • Billing or payroll system

8. Always consider candidates who have previously applied

It’s always easy to post a new job opening every time and then apply filters to scrutinize the candidates. However, this is a time-consuming and inefficient activity as the recruiters need to review each candidate again. Instead of doing this again, considering the candidates who already applied for other job openings would be an excellent optimized option.

ATS has made use storing the resumes much easier as all the data of the applicants who apply for any given position at any point in time gets stored in the ATS database. A unique profile ID gets created for every candidate who applies for the first time. So, whenever a new job vacancy arrives, the recruiters can efficiently comb through the profiles stored in the database and find the best match.

9. Zero in on the right candidates

Suppose the organization is looking for a web developer to join the team in Santa Clara. Then, they can simply search their ATS to look for a web developer who may have applied for a similar job role in the past.

The ATS available today is designed to handle the Boolean search functionalities as well. The recruiter can narrow down the search using “AND,” “NOT,” and “OR” qualifiers.

Going back to the case, the recruiter can easily zero in on all the candidates who meet the requirements by simply searching for “Web Developer” AND “Santa Clara.”

Also, an ideal applicant tracking system will give the recruiter an insight into the job status. The recruiters can even drill down to the candidate level and keep track of his progress.

In fact, an ATS gives a recruiter the power to evaluate specific jobs, see the number of applications that are being received, and access them. ATS will provide the recruiter a complete summary of all the pending jobs and the status of the candidates.

This functionality helps the hiring manager identify the stages that are stalled so that he can take appropriate action to keep the hiring moving forward.

10. Replicate your established workflow in the ATS