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:
- Idea for recruitment #1: Get input from your hiring experts
- Idea for recruitment #2: Make sure that ATS and internal processes are in sync
- Idea for recruitment #3: Automate what you can
- Idea for recruitment #4: Be proactive regarding the future scenario
- Idea for recruitment #5: Understand the data requirements
- Idea for recruitment #6: Leverage social media
- Idea for recruitment #7: Integrate ATS with existing systems
- Idea for recruitment #8: Always consider candidates who have previously applied
- Idea for recruitment #9: Zero in on the right candidates
- Idea for recruitment #10: Replicate your established workflow in the ATS
- Idea for recruitment #11: Crowdsourcing Candidates
- Idea for recruitment #12: Gamification
- Idea for recruitment #13: Virtual Reality (VR) Job Previews
- Idea for recruitment #14: AI and Machine Learning
- Idea for recruitment #15: Boomerang Hires
Let’s discuss each one in-depth now!
Are you still using an outdated ATS? Switch to the latest and most advanced applicant tracking systems to help you source great candidates now and in the long run.
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.
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.
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.
“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.
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.
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.
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
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.
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.
Every company has a pre-established workflow for recruitment. The ATS should be flexible enough to replicate or support that process.
Suppose three stages of interviews are to be conducted by three different persons in an organization. Applicant tracking systems should be able to communicate with each team member and send the interviewer automated notifications when it’s his turn to get involved.
Each member can reply directly through the email, and the comments are automatically imported in the candidate profile in the ATS database along with his feedback.
11. Crowdsourcing Candidates
Crowdsourcing candidates is a highly effective recruitment strategy where existing employees actively contribute to the hiring process by referring their professional connections.
By tapping into the vast networks that your current team members have, you can significantly widen your talent pool and increase the potential for finding highly skilled and culturally aligned candidates.
It brings the added advantage of trust, as these candidates come recommended by people who already understand your company’s culture and demands.
To incentivize this practice, companies often offer referral bonuses or other rewards to employees who provide successful referrals. By leveraging the power of collective networks, crowdsourcing candidates can lead to quicker, more cost-effective, and higher-quality hires.
Gamification is an innovative recruitment strategy that involves the application of game-design elements and principles in non-game contexts, like recruitment.
It transforms traditional recruitment activities into engaging, interactive experiences. For instance, an organization might create a virtual game or challenge related to the job role, allowing candidates to showcase their skills and competencies.
Gamified assessments can provide a unique view of a candidate’s problem-solving abilities, creativity, and how they may perform under pressure.
Gamification can make the recruitment process more enjoyable and less stressful for candidates while providing valuable insights to recruiters. Moreover, it positions the company as forward-thinking and innovative, potentially attracting more top-tier, tech-savvy talent.
This approach adds a new dimension to candidate evaluation and enhances the overall candidate experience.
13. Virtual Reality (VR) Job Previews
Virtual Reality (VR) Job Previews bring a new dimension to recruitment by providing a fully immersive experience of a role or workplace.
By donning a VR headset, candidates can virtually ‘step into’ a job, allowing them better to understand the tasks, culture, and environment before they even apply.
For example, a hospital might create a VR experience that lets nursing candidates navigate a busy ward, while a tech firm could provide a virtual tour of its state-of-the-art facilities.
This technology not only enhances candidate engagement, but it also helps in setting clear expectations about the job role. VR Job Previews can reduce the chance of early turnover by ensuring candidates have a realistic understanding of the position, which ultimately leads to a better candidate-job fit and improved employee retention.
14. AI and Machine Learning
Artificial Intelligence (AI) and Machine Learning are revolutionizing the recruitment process, significantly reducing time-to-hire and improving the quality of candidates.
These technologies automate various recruiting tasks such as CV screening, scheduling interviews, and answering candidate queries, thus freeing up time for recruiters to focus on more strategic tasks.
Machine learning algorithms can analyze large volumes of data to predict candidate success, helping to mitigate unconscious bias and promote diversity in the hiring process.
These tools can also improve the candidate experience, by providing timely updates and personalized communication. As these technologies continue to evolve, their ability to streamline the recruitment process and enhance decision-making is becoming increasingly critical in the competitive talent market.
15. Boomerang Hires
Boomerang Hires refer to previous employees who are rehired by a company after a period of absence.
This recruitment strategy can be advantageous as these individuals already understand the company culture, require less training, and can bring fresh perspectives from their experiences elsewhere.
Companies can keep in touch with former employees via alumni networks, fostering a sense of community and maintaining potential talent pipelines.
The success of boomerang hires, however, depends on the reasons for their initial departure and the changes made during their absence. It’s crucial that returning employees align with current company objectives and can contribute positively to the work environment.
Boomerang hiring can be a smart strategy for tapping into a pool of proven talent.
The modern-day application process goes beyond the traditional process of submitting the resume and the cover letter. Improving the applicant tracking system may sound like a tedious task, but the benefits, a seamless and speedier hiring/recruiting process and better candidate experience speak for themselves.
Recruiteze is a recruiting system that allows you to progress and streamline your whole career in a blink of an eye.
With Recruiteze, you can easily automate numerous repetitive and time-consuming tasks like:
- Publishing job posts to numerous birds with just one click.
- Reformating dozens of resumes in less than a minute.
- Sending personalized mass emails.
- Managing candidates and other recruiters.
- Streamlining recruiting processes.
- Resume parsing and storing.
- And many more.
If your recruiting firm, staffing agency, or HR team needs free online recruitment software, click here to start using Recruiteze today!
There is no obligation and using our amazing products actually makes hiring easier.
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