5 Simple Ways To Upgrade Your Hiring Process Using Today’s Tech

October 5, 2017

The days of slogging through a stack of printed-out resumes (oh, and of course cover letters too) to find your top candidate are over. Or at least they should be!

From being able to accept resumes as a simple computer file rather than paper, connecting with potential candidates on Linkedin, and now being able to provide the majority of information job seekers want to learn about you on the new Google for Jobs, all of these today’s technologies have given recruiters and hiring managers the ability to hire much more efficiently than over before. A great thing to note is that every one of these “tech” things that I just mentioned (email, Linkedin, Google) are all free to use and are already a part of most of our everyday lives. 

Don’t get me wrong – tech will never replace the need for human touch in hiring. The act of meeting candidates and making final decisions are things that we simple can’t automate. However much of the legwork of hiring today has been made easier with new tech tools.

The question is then, are you using all of the great tools that are available to you? Is your hiring prepared for the future? 

To make sure you can answer yes to both of these, here are 5 simple ways to upgrade your hiring process with today’s tech in mind:

Tailor Your Job Advertisements

The quality of job ads you place will directly influence the types of candidates who apply. For instance, posting a job on Monster.com is an effective way to reach a wide audience of job seekers. If you’re looking for a candidate with specific skills (e.g., someone with a programming background who also has experience in big data analytics and quantitative analysis), this “wide net” approach is unlikely to be effective. Instead, target your recruitment ads to industry-specific websites.

For instance, AngelList is the perfect job board if you’re a startup looking for candidates who would work well in, and are interested in working in, an entrepreneurial environment.  Niche websites like these reach a smaller audience, but they are more likely to generate a shortlist of qualified and interested applicants.

Leverage Social Media Platforms

Social media sites are one of the major modern recruitment tools.

For instance, Linkedin – the premier site for business and employment-oriented networking – is a great way to reach out to prospects; the site hit a staggering 500 million users in 2017. That’s a huge marketplace for talent! There’s also Facebook, which allows you to post advertisements that target people with a specific background or interest. And then you have Twitter where you can tweet about open job opportunities, or Instagram which is great for building your corporate brand through smart use of imagery.

Keep your social media platforms active even when you are not looking for new candidates. Creating an engaged social media following will ensure you always have a pool of people who think favorably about your organization and feel energized about working there. 

Make Sure Web Content Is On Brand

Also think about the ways you can use your advertisement to make your company more attractive to potential hires. Assume the first thing a potential candidate will do is use Google to find information on your company (actually, according to a CareerBuilder study, about 3 out of 4 already do start their job search on Google). And now that Google for Jobs is live, job seekers now have an even easier experience accessing to all of your company information in one place  – from relevant news links, company reviews on kununu and other review sites, and additional company and job information. [To learn more about Google for Jobs, Download our Complete Guide to Google for Jobs here]

What this all means is that it’s time to make sure your website and employer branding properties are attractive, user-friendly, and has up-to-date content. Industry leaders say that adding video is a great way to make your company come alive. Create short segments that walk prospective hires through a typical “day in the life,” highlight growth or professional development opportunities, and demonstrate the company culture in an authentic way.

Use Video Interviews

Interviews are one of the most time consuming parts of the hiring process. Although support staff can help you sift through resumes and respond to applicants’ questions, interviewing takes up hiring managers’ valuable time. That’s why it can be helpful to use a triage approach: schedule brief initial video interviews with top candidates.

Video interviews have several advantages over traditional in-person interviews: they’re cost effective, they make it easy to screen out candidates who aren’t a good fit, and they help you move beyond your local job market to attract national or international talent. Plus, video interviews make it easier to read body language cues and gauge a person’s personality compared to a phone interview. This allows you to get a better feel for the applicant and whether he or she would be a good fit for your organization before investing resources in an in-person interview. Some video interviewing options you can look into are Spark Hire, HireVue, and EasyHire.

Use a Mobile App

There are several mobile apps that make the hiring process a lot simpler. For example, SmartRecruiters’ “Mobile Hiring App” allows you to view all of a candidate’s relevant details in a simple snapshot: name, current job title, resume, and cover letter are all available at your fingertips. Most hiring apps also have an in-app messaging system that allows you to keep all relevant communications in one place. Rather than searching through your inbox to track down an applicant’s email, you can easily send messages while referring back to the person’s profile and information.

Another alternative is Google’s “Hire,” which syncs seamlessly with Google Calendar, Google Docs, and other Google products you may use. The Hire app also lets you review applicants’ information as a team, giving you an opportunity to share your thoughts and jointly make decisions. Even if you end up going with a different candidate, you can store other front-runners’ information in the app. This allows you to build a network of warm contacts to keep in mind for future opportunities.

 

Interested in more free resources that’ll help you improve your hiring process? Check out all of our free resources for HR and Talent Acquisition teams [HERE]


Linda Le Phan
Content Marketing Manager

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