Recruiting teams around the globe have been facing challenges in adapting to the virtual hiring practices, trying to keep the recruiting funnel moving during these uncertain times. Post-Covid recruiting process is also going to change, making the shift to effective tools that will help to scale and meet the challenges of the current situation. Which is why adapting the best recruiting tools and making the recruitment process more efficient is more important than ever to discover.
Artificial intelligence and candidate assessment tools are helping to bridge the gap between traditional talent acquisition processes and new recruiting challenges. Such tools, designed to put a candidate’s potential at the centre of their architecture, are in high demand nowadays.
Recruiting tools will help you to reduce time and cost to hire, enhance the quality of hire and improve candidate experience. Check out how to identify and resolve inefficiencies in your recruiting process so you can focus on making the perfect hire with the most popular tools in 2020.
Recruiting tool #1: Artificial intelligence for screening
A.I. screening tools that help to automate candidates’ screening have been popular with talent acquisition teams during the last several years. In 2020 artificial intelligence continues to play an important role in the recruitment process, contributing to its efficiency. Such tools usually have an existing API connector and extensive experience integrating with ATS and video conference platforms. Integration can be completed seamlessly and immediately.
Such A.I. tools evaluate applicants based on the behavioural content contained within an applicant’s assessment response using a data set, which emphasizes inclusiveness and diversity. In addition, when quantifying a candidate’s competencies, the algorithm does not account for an individual’s ethnicity, gender, appearance or sexual preference as measures of desirability for a hire.
A.I. skills-based assessment tools, such as Knockri, help the HR teams to automatically screen a high volume of applications without missing any qualified candidates. Knockri offers video-based, written and audio assessment tools. Using the tool, clients were able to reduce cost to fill by 60%, improve quality of hire by 23% and NPS score by 22%. It also helps to increase diversity and scientifically shortlist top performing candidates to interview.
Recruiting tool #2: Application Tracking System
Application Tracking System is basically a database with your candidates’ profiles. It facilitates in interviews scheduling and candidates screening. ATS helps to fasten and improve the hiring and selection process. It is seen to be one of the most important tools recruiters use. 75% of large companies use ATS to filter through the massive amounts of resumes. In 2020 the number of companies using the Application Tracking System will only increase. The most popular application tracking systems are Workday, Successfactors, Taleo, Greenhouse software, Jobvite and others.
A.I. skills assessment tools usually can be seamlessly integrated into the ATS. Commonly it is used for the candidate’s pre-screening, reduces time and cost to hire and improves the quality of candidates.
Recruiting tool #3: Recruitment chatbot
Recruitment chatbot became popular with recruiters in 2019. It is trained to understand human language by using natural language processing. Recruitment chatbot is powered with AI capabilities and is seen as HR manager’s dream assistant.
Basically, it is a conversational interface platform that performs the top of the funnel recruitment process by providing communication to candidates. For example, answering FAQs about the job or scheduling an interview with the recruiter is among chatbot’s most common tasks.
Another great benefit of recruitment chatbot is that it improves not only the recruitment process but also enhances the candidate experience. Chatbot is making the process more candidate-centric, it can almost instantly get back to the candidate, making both applicants and recruiters satisfied on that front.
Recruiting tool #4: Candidate Assessment and Testing Tools
Candidate pre-employment assessment and testing tools are becoming more popular in post-Covid times. They allow recruiters to pre-screen candidates online since face-to-face interviews with every candidate in order to figure out their skills isn’t sustainable anymore. These tools are designed to assess technical, hard and soft-skills and some personal traits needed for success in a certain job position.
Such companies, as Knockri, offer different skills assessment tools to pre-screen and short-list your top performing candidates. Companies can choose between video interviewing software, written and audio-based assessment tools or mix these assessment types and create various combinations. Think of Knockri as your AI powered candidate assessment sandbox, that deploys with just a click of a button.
Recruiting tool #5: Recruitment marketing software
It’s time to deploy smart and cost-effective recruitment marketing tools. Recruitment marketing software helps to tap into a rich talent pool by building and promoting the employer’s brand. It is designed to attract candidates and keep them engaged during the recruitment process.
The tool also helps to automate, streamline and improve a recruitment process and candidate’s experience. Some of the essential features of recruitment marketing software are:
- Employer branding
- Candidate relationship management (CRM)
- Programmatic job advertising
- Content Marketing
It is believed that during the post-Covid times recruitment tools will play an essential role in the talent acquisition process. Such tools as applicant tracking systems, recruitment chatbots, A.I. skills assessment tools, video interviewing tool, and others help to tackle challenges of the current situation and make the recruitment process more efficient.
Incorporating such tools into the talent acquisition process should be the priority for recruiters and HR professionals to take action on. With recruitment tools companies and organizations will stay competitive and able to win the war for talent in the new virtual and remote workforce era.
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