Hiring practices have changed a lot in 2022. They’ve had to adapt as a result of the pandemic and several changes in the HR landscape and labour markets. To stay ahead of the competition for talent, employers have reduced their time-to-hire by nearly 5-6 days in 2022.
Even though the lessening of hiring TATs is good news, there’s still a great deal of refinement and adjusting to be done in 2023 because the volume of job postings is on a rise and the number of incoming applications is on a decline.
Traditional methods might help you rethink how you hire but they can do only so much. And that is why you should start focusing on utilising hiring tools for HR to optimise your recruitment strategy.
Let’s take a look at 3 such selection tools for recruitment below.
Organisations, big or small, have always had to deal with the biggest problem of finding and hiring the best candidates. And that is precisely why they’re slowly moving from leveraging old-school hiring methods to recruitment tools such as an Applicant Tracking System (ATS).
If this is the first time you’re hearing about an ATS, it’s a software with a wide range of applications and benefits. With an ATS, you can streamline your hiring process. Not only does it help you attract, hire, onboard quality talent, but also provides applicants with a convenient and prompt application process.
As for the benefits, an ATS organises (tracks) incoming applications, evaluates candidates, sets up candidate outreach communication channels, broadcasts your open jobs on job boards (and other platforms), and helps candidates apply to your jobs via any device.
There’s no doubt that when you post your open job roles on job boards or other platforms, candidates (at least those who think they’re the right fit), will apply. But that’s not where it ends. They might have specific questions that they would want to ask, even if your job description has spelled out every little detail.
While your in-house HR team could handle some questions, they might not be able to respond to every candidate and the questions they may have. When their queries go unanswered, the candidate might just opt to drop out. You don’t want that.
The only way you can keep them hooked is through Artificial Intelligence, or to be more specific, AI chatbots. In fact, studies have suggested that companies that have integrated AI chatbots converted more than 90% of their applicants into leads.
If you must know, AI chatbots handle more than just candidate queries. You can configure it to lead applicants to your careers page or hiring FAQs, carry out HR-related tasks, get notifications about incoming applications and job posts, and more.
Apart from these benefits, AI chatbots have an ace up its sleeve — they can respond any time, anyday, 24×7. And that is why your next investment in a hiring tool should be automated bots. No wonder why almost 70% of recruiters invested in AI tools in 2019 for recruitment.
Imagine a scenario wherein you were just approached by a candidate for an open position within your company. On the surface, they check all boxes: skills, experience, work history, personality, achievements, collaboration with others.
But how much of it can you really trust? That is not to say that you shouldn’t trust them at all. But more along the lines of verify whatever they put in front of you (and hide). That, dear recruiter, is employee background screening for you — a critical necessity if you want to hire the right people.
Today, you can find AI-powered employee validation platforms (software) that you can integrate with your HRMS platform. Or you could also get a complete HRMS suite that has individual modules for candidate sourcing, payroll, compliance, attendance management, onboarding, upskilling, and employee background verification.
With employee screening you can corroborate every little detail: past employers, skills, criminal records, contributions, behaviour, medical history, achievements, previous roles, total work experience, references, education and more.
Candidate screening may sound like an unnecessary expense, but you should know that while the number of jobs are going up, so is the number of job frauds and occurrences of candidates lying about their credentials. The last thing you want is hiring an unfit candidate who can hurt your business, damage your reputation, or worse, endanger other employees.
Today, hiring the right person has become more challenging than ever. You have to source the right people at breakneck speeds to fill vacant roles, all the while staying ahead of your competition.
Sounds difficult to execute, but with the right hiring strategy and the right HR recruitment tools like the three mentioned above — alongside others like employee experience surveys, virtual conferencing (interview) tools, and social media — you can get the job done and experience top-notch hiring every time.
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