There are tons of recruitment tools that are used by talent acquisition professionals, choosing the right ones means the difference between hiring and not hiring. SourceCon’s State Of Sourcing Survey states that increased hiring volume coupled with stagnant recruiter headcount means the most important trend to understand for recruiters are technology and recruitment tools.
Here is our list of the best recruitment tools you need to be using in 2018.
2018 will see artificial intelligence and automation pick up steam. One of the best recruitment tools of the year will be the use of AI to aid in screening. We know that screening is a major issue for recruiters - there is just too much volume!
The typical high volume job posting is getting in excess of 250 resumes with almost 70% of the resumes ignored. This is partly due to job postings being presented to the wrong candidates. The majority of job seekers rely on job boards and career search engines to find open positions. However, the searches that power some job boards lack the ability to accurately take search queries and pair the job seeker with the right position. Advanced job seeker searches like Find.jobs alleviate this through AI powered matching. Presenting relevant job postings based on the search entry.
Benefits of using AI for screening and posting jobs have the potential to reduce your cost per hire by 70% and reduce hire time from over a month to 9 days.
Candidate rediscovery is the process of mining existing resumes in you ATS to source candidates for a current req.
The software that allows you to rediscover candidates is slated to become one of the best recruitment tools in 2018. Typical ATS’ are not set up to easily search and then rank previous candidates for a current opening.
Rediscovery is not keyword or boolean search. It utilizes AI to learn requirements of a particular position then scans resumes to find candidates with matching qualifications.
2018 will garner interest in rediscovery tools that allow recruiters to tap into previous talent pools where resources have been spent attracting, sourcing and engaging.
Chatbots focused on recruitment were brought to the market in 2017. They are poised to get serious attention in 2018 because of the power they hold.
Chatbots use natural language processing to understand text like a human would.
Chatbots have the ability to streamline the top of the funnel by providing real-time and on-demand communication to candidates. Its functions can include answering FAQs about the job, provide feedback and updates and schedule follow up or interviews with human recruiters.
A recruitment focused chatbot holds the potential to massively improve the candidates experience by enabling recruiters to provide unlimited and instant touch points, although they are electronic.
2017 was the year unconscious bias. This was a huge topic and in reaction a myriad of de-biasing recruiting software has been created in response.
Recruitment tools that utilize AI to identify and remove bias from job descriptions, resume screening, and sourcing. These solutions use artificial intelligence to fight bias by ignoring candidates demographics (i.e. implied race, gender, and age) from resumes and online profiles.
Along these lines, diversity will continue to be a big focus in recruiting in 2018. The tools that work to diversify the candidate pool will be in hot demand. The .jobs top level domain is very passionate about this and many organizations currently use a .jobs domain specifically geared to diversity hires in their organizations.
In 2017 we saw the introduction of targeted job descriptions, this trend will continue throughout 2018. New methods of job ads include retargeting candidates (i.e., advertising your role to people who have visited your company website in the past) and geo-targeting (i.e., advertising your role to people physically nearby).
Tighter labour markets and the spray and pray model of sourcing is officially in the past. Recruiters are and should continue to be eager to get their postings in front of the right eye balls.
The candidate experience will get its rightful due in 2018. A big piece of this push will be because of recruitment marketing.
Recruitment marketing is the application of best marketing practices, such as analytics, multi-channel optimizations, targeted messaging and tech enabled automation to attract and nurture candidates. These candidates get to interact with an employers brand and value long before you convert them into applicants.
Recruitment marketing is a great solution to create brand awareness for your company and open roles. Attracting candidates who self select themselves into the application process. Recruitment marketing keeps candidates informed and engaged throughout the recruitment cycle.
Don't forget to use a .jobs TLD as a recruitment tool. To learn more about Find.jobs for employers and services we provide visit our services page.