New recruiting tech products pop up every day, and it can be a challenge to figure out which are worth investing your already-limited time in. We talked to leading recruiters to find out which tech trends they think are worth investigating and which aren’t worth your time.
- Building your employer brand on social and mobile: YES
“Recruiting has become a social and mobile-based game,” said Bill Kennedy, lead recruiter at AWeber. “As a younger, tech-savvy generation enters the workforce, building a strong cultural brand across your social media channels is paramount.” In fact, over 75% of recent job changers used LinkedIn to guide their career choices.
Beyond LinkedIn messages, though, consider using social media to tell your company’s story. “Use channels like Instagram, Twitter, and Snapchat to give [candidates] a peek inside what a career at your organization looks like,” suggested Kennedy, “and because more and more candidates are using mobile, making sure your application process is mobile-friendly is an absolute must.”
- Automating tasks that are taking up too much time: YES
Even if you’re skeptical about automation, it may be time to give it a try. “Without question, the tech trend that has helped our HR department operate more smoothly is automation,” said Matt Dodgson, a director at Market Recruitment. Before selecting a product, though, turn a critical eye to your current processes and ask your colleagues about the tasks that are pulling them away from the work they find fulfilling.
In Dodgson’s case, he had his team put together a list of tasks that took more than five minutes, five or more times a week. From there, he brought in an automation specialist to find ways to streamline those time-consuming activities. The result? According to Dodgson, “Our department is as efficient as it has ever been and the happiness of my employees (who are no longer performing tedious and repetitive tasks) is very high.”
- Combining tried-and-true techniques with new technology: YES
Don’t ditch your favorite tactics just because there are new options out there—instead, look for opportunities to integrate them and build newer, more efficient workflows. “Email still remains the best and easiest way to reach candidates,” said Kennedy. But rather than just emailing about job postings, Kennedy suggests borrowing some techniques from marketers.
“We keep potential candidates up to date using our recruitment newsletter, including sharing new job postings, events we are attending, cultural insights, and newsworthy moments,” Kennedy said. Instead of focusing on filling only the role at hand, focus on long-term relationship building. “We’ve had many candidates (and many who have turned into awesome hires) tell us that they subscribe to our newsletter or follow us on Instagram, and, after two years of seeing how engaged and happy our team members are, they’re ready to talk about how they can be a part of it.”
- Removing humans from the process: NO
While automation can save time, removing humans from the process altogether can be a bad thing. Candidates need to know that they’re being taken care of and that they have a place to turn when questions come up. Dodgson encounter this when testing out a bot: “I started to ask the person running [the demo] to enter a few questions that were within the bounds of what a normal person might ask but were well outside his script. The answers I received were nonsensical and would have been extraordinarily frustrating to any person using the bot.”
To save time without compromising on candidate experience, make sure to choose options that keep humans in the loop, like Clara. That way, if your candidates have complicated questions or requests, they’ll still feel valued and get the answers they need.
- Texting candidates without a heads up: NO
“Although text-message-based interactions are becoming more and more common in the recruitment process, it can still be a disruptive and annoying thing for a candidate,” Kennedy said. “Giving candidates an option to communicate via text message is a wise idea, but texting out of the blue is not.”
Kennedy suggests first offering candidates the option to opt in to text messages and, if they say yes, limiting them to important information. And if you find yourself wondering whether or not to hit send, think about how you would feel if the roles were reversed. “I’ve personally received text messages asking me to check out a job without any prior consent on my part,” Kennedy said, “and I have never once followed through to check it out.”
- Over indexing on tech: NO
With so many companies promising fast fixes to common frustrations, it can be tempting to lean a little too hard on technology. But instead of just signing on the dotted line, do your due diligence to make sure it’s the right solution.
Look for solutions that free up your time by removing those tasks that Dodgson described—the ones that take more than five minutes more than five times a week. That way, you’ll have more time to focus on finding the right-fit candidate for your organization and prepping them for their interviews. Be candid about your needs with salespeople. Sign up for free trials to see if the product actually works with your processes. And remember the reason you got into recruiting in the first place: people. The right tools can streamline the tactical parts of relationship building, they aren’t a substitute for genuine human connection.
Busy recruiters can spend over 10 hours a week on scheduling alone—how much time could you save if you weren’t scheduling? Find out today.