4 Essential Recruiting Tools Your HR Function Needs
Is your recruitment process starting to give you a headache? Do you sometimes feel like you’re drowning in unnecessary paperwork and spreadsheets?
Many businesses are still using outdated systems and manual processes for their most basic recruitment tasks and it’s slowing down their teams, leaving them busy and stressed out.
Does this sound familiar?
If so, think about how can you streamline your recruitment process. To get you started, we’ve compiled a list of four key tools that can seriously help your recruitment efforts and make your day-to-day tasks a little bit easier.
1. An applicant tracking system (ATS)
Recruitment software, such as an ATS, will centralise your recruitment processes within one handy portal. All candidate applications will be routed within the system so that they’re in one place, ready for you to view – this means no more scrolling through endless spreadsheets and Outlook folders.
An ATS will also allow you to sort through your applications, send out automated candidate emails with the click of a button, keep track of your interviews, report on the success of your vacancies and so much more.
And don’t worry, you don’t need to invest in a full, enterprise level bit of kit. Recruitment software, such as Webrecruit’s Fusion, is scalable (and won’t cost a fortune), so you can start off small and it will grow alongside your business.
2. A solid recruitment advertising mix
Choosing the right mix of job boards is essential for when you’re advertising your latest vacancy. That’s why it’s so important to report on the success of your advertising sources so you can really refine your selection of boards.
If you’re lacking the time or resources to manage your recruitment advertising contracts, why not consider using a recruitment advertising partner, such as Webrecruit? Find out more.
If you’re advertising for a particularly niche role or finding it hard to attract candidates using your traditional advertising mix, LinkedIn can be a fantastic recruitment platform to target passive candidates.
The Recruiter tool provides you with access to the whole network of LinkedIn members, allowing you to locate those with the niche skill-set that your company might require.
However, it’s important to be respectful and research candidates thoroughly before approaching them – there’s an etiquette that comes with sourcing talent on LinkedIn and if you’re seen to send spam messages or behave unprofessionally, it could damage your employer (and personal) brand.
4. An accurate salary calculator
Are you wondering why your vacancy is underperforming? It might be something as simple as the salary listed on your job adverts.
If you’re concerned about whether your advertised salaries are below market rate, try using a salary calculator, such as the Totaljobs Salary Checker, where you can check if your roles are within the average for your region.
Try getting in the habit of doing this for each role that you advertise and if you find that you’re coming in under the average salary, it’s worth re-assessing the level of experience required for the role or raising the salary, if there’s any room for movement.