In the preliminary stage of the interview process, you can use a one-way recorded video to screen candidates. This is where a candidate will record answers to a handful (3-5) of quick initial questions. The question set should be fairly straight-forward, not requiring long or complex answers. This method is especially useful if the role requires someone to be client-facing and/or on video calls with clients. Some people get nervous being on camera - a tip to use here is record the questions in a casual and imperfect way (if you use filler words or mess up on a few words, leave that in). Using a one-way video interview allows you to get a better sense of the candidate vs a resume review. It also lets the candidate complete this portion of the interview at a time that is convenient for them. If the recruiter or hiring manager records the questions, it gives the candidate a sense of them as well.
It's not only important to collect a huge talent pool. What's more important, especially in our case as creators of specialty leather products, is skill and quality. That being said, we need to target the right people. Using a programmatic job advertising allows you to reach the right people, even the passive ones, so that you only recruit top talents but from a wider selection (the entire internet). It uses algorithms and user browsing behavior and show them the job ad at the most likely time that they're going to engage it. Not only does it save recruiters' time, but it also saves money and effort that companies would spend with the grueling recruitment process when the person you recruit is not really best suited for the job.
In recruitment, time is essential due to many reasons. Thus enjoying the benefits of modern technology is pretty lovely. I found that scheduling software is one of my most frequently used tools in the hiring process. For example, a freemium SaaS Calendly has been a savior of mine many times. Essentially, a booking app allows me to schedule meetings with potential hires without having to “find the time.” It’s handy if you’d like to improve the recruiting process for the potential hire. If your proposed time doesn’t fit their schedule, they are free to choose a different time without worrying about seeming unprofessional or unenthusiastic about the job.
Because we require employees to have technical skills and experience in specific methodologies, skill assessment tools are critical in our recruitment process. We utilize a skill assessment to determine how competent a candidate is and to confirm whether the qualifications and proficiencies they claimed to have in their resume are accurate. Moreover, when comparable candidates apply, a skill assessment can help differentiate them. We gain valuable insights and pinpoint nuances between candidates with similar qualifications, experience, and capabilities by testing their skills. This reduces the number of candidates on the list and shortens the time to hire.
We use personality tests to figure out if and where a person might fit into our team. Certain personalities work well together, others don't. We ask candidates to complete a personality test at the same time they submit a piece of paid test work.
A background check tool is an integral part of our hiring process, and it’s easier than ever thanks to virtual check services. We need to know that the candidates we hire are credible, honest, and trustworthy with sensitive client and business data. The services available offer a variety of options, allowing you to customize what you search from basic information like name and birth date to employment history, driving history, credit checks, and more. We get quick and accurate information that helps speed along our hiring process without compromising the quality of our hires.
I, personally, use LinkedIn Recruiter daily to help source potential candidates. LinkedIn Recruiter is a resource that I recommend for all recruiters. It is very user friendly and allows for the creation of your pipeline. It is a great resource that if used well can present robust results.
Taking it to the basics, an Applicant Tracking System (ATS) is number 1 priority as a TA Professional. Having an ATS whether at a small or large company provides the ability for candidates to apply and for recruiters to house information from contact information to historical interview activity feedback and more. It allows for organization and I’m not sure how productive I would be without one!
One tool that’s most so effective — but underrated in the digital age — is the use of reference checks. Speaking with a job candidate’s references, such as former co-workers or managers is so much more effective than researching social media profiles. It can be easy for people to clean up their online presence - being able to speak with a former colleague (or if they are open to a video conference call, even better!) provides so much genuine insight. While it may sound old school, it’s an essential part of the recruitment process.
When we think about recruiting tools, the first thing that comes to our mind is digital tools. But one of the most effective tools in all stages of recruitment is one of the simplest, yet one of the more underrated and challenging ones to execute. Human connection is the most important tool in recruiting right from when the job is created all the way to hiring and onboarding the right candidate. In recruiting both the hiring manager and candidate are customers. Mastering the art of making the customers feel special leads to quality hiring. Relationship building comes hand in hand with networking, listening, and keeping warm which helps in developing a strong pipeline/extensive rolodex, and building trusted partnerships with all parties involved - business, stakeholders, and customers. Nevertheless, it takes a personalized human touch to hire a candidate for an organization. Relationship building & Personalized Human connection is the magic formula for successful recruiting!
As a small business, we utilize a project management tool to get visibility on all stages of a hiring process. From first to final interview, our Kanban puts candidates into columns with task assignments to members on our team with notes and specific due dates to keep the hiring process flowing. Project management tools that double up as a recruitment CRM ensure that the candidate experience is positive, and that the ultimate hiring objective is met. Create a new project in your PM tool, set up Kanban stages, and start to put promising candidates into the process. Not only will the hiring process be smoother internally, but the external experience will benefit as well.
Some of the better results have been from job listing companies that are specific to the dental industry. There are also talent brokers specializing in dental that we use for some higher-level specialty positions. However, the most fruitful and best tool that we've used is our own web page. Creating a "Join Us" page allows us to introduce our office and our mission to potential employees, lay out expectations, and also post jobs needed to be filled immediately. We don't have to pay any more in advertising or for a job listing to do this and we get applicants directly so there isn't a fee like there is through other recruitment or job listing companies. Another added benefit to using our page for recruitment is that we pull from local talent. These are people who are already here and plan to stay here, so that means we are looking at long-term, loyal employees.
This day and age, people don\'t read emails or respond to voice messages. SMS has been a fantastic ATS addition that allows us to capitalize on immediate response potential, tracking, follow up and drip campaigns to passive candidates. Response time drops significantly, reduces the need to send invites, etc. Those that feel it\'s intrusive have yet to see the positive impact to both their business and the candidate experience.
Our recruitment process is ever-evolving, and lately, we've been focusing on implementing technology and automation for the early stages of our recruitment process. One of the most amazing tools for recruitment is Xor, an AI-based recruiter. Xor is an automation tool that attracts, pre-screens, and schedules candidate appointments into calendars. Some of its features include a smart candidate scoring system that screens for qualified candidates and sends them your way. It's a complex AI system that relies heavily on automation to help you speed up the recruitment process. Here's a link: https://www.xor.ai/ Best regards!
Candidate Relationship Management or CRM is the best hiring valuable tool in various stages of recruitment. It works alongside the applicant tracking tool to develop ongoing interactions with candidates in your database. While these applicant tracking systems help manage to hire and recruit for a specific position, a CRM combs previous applications for probable matches. It assists you in emphasizing the candidate experience and making your business more enticing to top candidates by contacting the right one at the right time for the most pertinent opportunities. Using CRM is an effortless process, and all you need to do is customize your settings to use it.
Social media is not only an excellent was to network with other businesses, but businesses use social media to tap into a much bigger talent pool. Being present and active in the nooks and crannies of social media--not just the brand's page--is important if you want to reach out to talented individuals whom you can invite to the organization. Most often than not, talents hide in group and community pages. If your brand only posts job opportunities on your page and on job platforms, you're missing out the huge potential that social media platforms like Facebook, Linkedin, and even TikTok can offer.
One of the most effective hiring tools out there is social recruiting–attracting and hiring talent via social media content, engagement, and connections–for two reasons. Firstly, the organic network effect of social media allows you to reach a wider talent audience than you might through other means. Secondly, with around 70% of Americans using social media daily and 86% of job seekers using social media in their job search, social recruiting is an excellent way to target hard-to-reach candidates like passive candidates, because you’re reaching them at the place they frequent most.
Recruitment software is one of the most helpful tools for hiring managers. It records all information about the candidate, from application to interview feedback. You can search for a particular candidate based on various criteria, like a keyword in the CV, or view the history of an applicant’s application. Often, it is the only way to keep track of who has applied for what position, when they were interviewed, and how they were rated.
Head of Customer Acquisition at MitoQ
Answered 4 years ago
Using the big names for recruitment is never a bad idea. They are there for a reason and have multiple payment plans for your business. Plus, a majority of your candidates are using these tools as well. You don't have to reinvent the wheel.
Whether you're posting on TikTok, Instagram or LinkedIn, using social media platforms during the early stages of recruitment can really set you up for success down the line. Social media can help spread information regarding job postings better than any other tool out there. It is completely free to use, which is crucial for small businesses who don't have the funds to invest in paid forms of advertising for their job postings. Using social media during recruitment can help diversify your pool of candidates, and provide you detailed insight into potential hires. With most young professionals on social media these days, don't ignore its usefulness in your recruitment process. More traditional recruitment tactics, such as using online job boards like Indeed or Google Jobs, close you off to a wider, more exciting talent pool by only targeting candidates actively searching for jobs.