Tools for Recruitment: 3 Ways to Efficiently Hire Employees

Using tools for recruitment can be effective in helping your company streamline the hiring process. From automated candidate screening software to referrals from professional networks, recruitment tools are able to not only simplify hiring and onboarding new employees, but can also lead recruiters to the right candidates that best fit their open jobs.

 

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What are recruitment tools?

Recruiting tools are resources, methods and software that hiring managers use to find qualified candidates. These tools for recruitment make it easier for employers and hiring managers to complete tasks like reviewing resumes, screening candidates and evaluating work portfolios. Some common recruitment tools include: 

 

  • Online job boards 
  • Networking platforms 
  • Automated reviewing systems 
  • Employee referrals and recommendations

 

Benefits of using tools for recruitment

 

Hiring the right candidates for your open roles is key to company growth. After all, the more engaged, qualified and productive your team is, the greater the chances of growing a loyal customer base and company revenue — and recruiting tools and software can help get you there. Here are a few key benefits of recruitment tools:

 

  • Simplified hiring process: Recruitment tools simplify the hiring process by aiding recruiters in matching qualified employees to job requirements. Using recruitment tools can also solve several common hiring challenges, such as finding qualified candidates for niche positions or standing out against competing companies.
  • Easier resume review: Applicant tracking systems (ATS) scan resumes for keywords and phrases that are input as search criteria. When the system matches specific keywords scanned within a resume to a job description, it saves that resume for your review. Automated tools for recruitment like this can quickly identify qualified candidates from unlikely matches, at the same time reducing how long it takes your HR team to sort through applicant resumes.
  • Increased company awareness: Many online tools have options that notify candidates when you have a new job opening. These notifications are designed to remind candidates of your company, strengthen candidate relationships and encourage job seekers to apply regularly.

 

Related: 10 Recruiting Strategies for Hiring Great Employees

 

3 ways to get the most out of recruiting tools

Let’s look a little deeper into a few reasons why many companies choose to use recruiting tools, software and resources:

 

Automate the application process

Whether growing your business or filling an open role, hiring new employees is something almost every business faces at one point. To both streamline the hiring process and move forward with the right candidates that have the skills you need, you might want to consider automating the application and resume screening process.

 

Applicant tracking systems are one of the more common recruiting tools, used to screen candidates’ resumes for specific keywords and phrases that relate to the job requirements, desired skills or qualifications. Using this type of recruitment practice removes unqualified job candidates and retains only the resumes of candidates who match the query terms you set.

 

Create listings on job boards and platforms

Recruiting tools also provide a way to post available positions across multiple job boards and networking platforms, giving your company more exposure to candidates looking for a new opportunity. This is also beneficial if you’re hiring for a highly specialized position, as you’re able to advertise that role on niche job boards.

 

When you’re ready to create a job listing on a job board, start by outlining the requirements and qualifications (e.g., education, previous experience, hard skills) you seek in an employee for that role. Here are some other details you should include when writing a job description:

 

  • Summary of the company
  • Role location
  • Relocation and remote work options
  • Benefits and perks
  • Salary
  • Application submission deadline

 

Adding this information to your job posting filters candidates before they even apply. If you have any appealing perks, such as tuition reimbursement options, add them to your posting to attract more qualified candidates.

 

Alert your network and ask for referrals

Employee referrals are one of the best ways to connect with promising candidates. You might already know the basics of employee referrals, but where do recruiting tools come into the picture?

 

Recruiting tools can help you store and track referrals, automate outreach and provide your current employees with a straightforward way to refer someone they know to an open role. Not to mention, referral software can help you set up and manage an employee referral program (i.e., offering employees bonuses or gifts in exchange for a successful hire). By simplifying and automating the employee referral process — and by motivating current employees to participate — your company will be better equipped to fill roles faster and build a strong candidate pipeline.

 

Related: The One Question to Get More Out of Employee Referrals

 

Next steps for choosing recruitment tools

If using tools for recruiting sounds like a good idea for your company, consider following the steps below to choose the best tools for your organization:

 

1. Align your hiring strategies with available tools

Consider the methods you’re currently using to search for, hire and onboard employees. Then, review both online and offline recruitment tools to evaluate which resources align best with the approaches you use. For instance, an effective approach is to reach out to potential candidates through hiring and networking events. This can align with social media recruitment or even with your online presence on hiring platforms.

 

2. Identify your biggest recruiting challenges 

To overcome hiring challenges your organization may face, it’s important to identify the root of the problem to find multiple viable solutions. For example, a recruiting challenge hiring managers might have is reviewing applicant resumes in a timely manner. An effective tool to solve this issue is to implement an ATS or to limit the reach of job postings to include only a highly specific skill set or career specialty.

 

3. Evaluate your ATS options 

Using ATS software for initial applicant screening allows you to have a higher success rate at finding the most qualified candidates for your open roles. Before implementing ATS, it’s a good idea to evaluate the applicant tracking systems currently on the market to determine which program best suits your company’s needs. Look at ATS features that would be the most beneficial for your company, such as program functionality and the ability to input specific search parameters.

 

Recruitment tools FAQs

 

What is talent acquisition?

Talent acquisition refers to building and maintaining relationships with industry professionals for the benefit of an organization, from attracting and sourcing candidates to hiring the most qualified talent for the role. Hiring managers use talent acquisition as a way to connect with professionals and potential hires, even if they don’t have any job openings. Maintaining relationships with potential candidates allows you to quickly connect with them when the right position is available for them, even if it’s several months after your initial contact.

 

What is e-recruitment?

E-recruitment refers to the digital approaches a company takes to locate and recruit top talent for open positions. E-recruitment involves a combination of hiring strategies that all take place online. Several examples that illustrate what e-recruitment is include networking platforms, hiring platforms and social media recruiting strategies. E-recruitment is an effective tool to locate and connect with industry professionals.

 

What tools are necessary for digital recruiting?

Digital recruiting requires tools and software like applicant tracking systems and candidate relationship management (CRM) systems. This software provides employers with a streamlined approach to managing candidate information and maintaining relationships with candidates by personalizing the recruiting process.

 

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