The Essential Recruitment Technologies for IT Solutions Providers

Recruitment technologies have revolutionised the way hiring managers and recruiters source candidates.

In order to do this, you need to think about your recruitment technology stack.

If you’re starting out, the wide array of options can be a little daunting.

Our Co-Founder Tim Cazemage tells us about the essential recruitment technologies for IT Solutions Providers:

“You can split recruitment technologies into two categories; recruitment marketing and the recruitment process.

Recruitment marketing

Recruitment marketing technologies focus on the upper stages of the talent pipeline. These platforms and software will help you to understand better where candidates are coming from, who they are and to improve your candidate acquisition

Google Analytics uses a javascript code snippet on your website and gives you a huge amount of information on the demographics of people coming to your site. For example, location, age, interests etc. It can also tell you what sources these people are coming from, meaning you can put more effort into platforms which bring you the most candidate applications.

A Careers Site Platform such as Phenom or Clinch can help you to streamline the candidate application experience, and put all of your recruitment marketing data in one place.

The more traditional methods are great too. Use social media platforms such as LinkedIn, Facebook and Instagram to tell your brands story, and drive traffic to your careers pages and website using paid advertising and PPC advertising campaigns.

By integrating these recruitment marketing technologies, you can view the entire candidate journey. This means you can analyse your recruitment marketing efforts, and see ways to increase candidate quality.

Recruitment process

Recruitment process technologies focus on the lower stages of the talent pipeline. These technologies help hiring managers, recruiters and HR to navigate the hiring process as easily as possible and to offer better experiences to prospective candidates.

Applicant Tracking Systems and CRMs make the admin of recruitment easy. These platforms allow hiring managers to track individual candidates through the process quickly and easily, adding notes and tags of key skills and experience to quickly search for talent across a large database of contacts. Examples of these include Bullhorn, Taleo and Vincere.

Video interviewing technologies are growing in popularity because they streamline the hiring process for all parties. It’s quicker for businesses as they can quickly review personalised videos from candidates, and for candidates it means they won’t waste time blocking out a day to interview if they won’t be selected after the initial stages. Good examples for these are Odro and Hinterview.

Automation helps to lift the load from your hiring managers, admin and marketing teams. Tools such as candidate id, inflight and XOR give you the tools to automate the candidate pipeline, deliver emails texts and other messages when the time is right, and build chatbots to drive conversions and applications.

This is just the tip of the iceberg. There are tons of tools out there you can use to enhance your recruitment process.”