Get More Marketing Value From Recruitment Software
In this article, we'll show you how recruitment software can help you improve your company's marketing efforts.
A recruitment software system can help marketers generate a quality candidate list by automating the sourcing process. This is done by using a company’s pre-existing database to find potential candidates and then removing those who are no longer of interest. The system will then produce a list of qualified prospects for marketers to contact for more information about their skills or experience.
Recruitment systems also provide an efficient method for employers to manage their current employees, which is often called talent management or HRMS (human resources management system). Talent management for some companies can also be used to manage the advancement of someone's career.
Marketing professionals who use recruitment software need to understand that this information is not just provided, it is also contextually analyzed and segmented by people who are qualified to make the right match. It can also be used in a proactive manner by employers to find the best possible fit between an employee and a job.
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Online Recruitment Software Is More Than Just An Online Job Board [ARTICLE BEGIN]
In today’s tight labor market, vacancies have been on the rise at a healthy rate. However, companies are not being inundated with resumes.
The number of job applications received by companies has remained flat for the past year, according to survey data from Jobvite’s 2018 Recruiter Nation report. In fact, the rate of growth in jobs is outpacing the number of applicants in the market by a rate of three to one. This suggests that potential candidates are not seeking out work as much as employers are looking for people to fill those positions.
As a result, employers have already begun upgrading their recruitment strategies and tactics to meet the changing needs of their company and candidates.
One-Third of Companies are Asking Candidates for a Video Screening Interview
In the survey, one-third of employers said they’ve added video interviews to their recruitment process and nearly 40% are considering doing so. Candidates who offer this service don’t need to pay for equipment or software, but the company does. This gives them an opportunity to get a better sense of candidates before inviting them in for an in-person interview. With more and more people opting to apply online, companies have turned to video interviewing as a way to attract and screen candidates they otherwise wouldn’t locate or be able to reach in person.
In addition to video interviews, employers are also considering virtual job fairs in the next few years. With the current and projected growth in candidate expectations for job applicants, CEOs are recognizing that their recruiting needs to be more accessible and relevant. As a result, they are beginning to engage candidates online and through social media channels before inviting them in for an in-person interview. What’s more, they can find out what type of candidate they have without needing to make additional travel or accommodations to have them come in to meet with them face-to-face. This means they can save time without compromising on their recruiting needs and candidates feel like they have a better chance of getting noticed.
Recruiting Is No Longer a Direct-Hire Only Process
According to the report, nearly two in 10 employers say they have moved away from only recruiting candidates they plan to hire directly. What’s more, hiring managers are also thinking about this when they make decisions about candidates. This is a change in the way companies approach recruitment and it should come as no surprise with the growing labor shortage in the U.S. economy. More than two in three hiring managers are looking for recruits who can be trained internally and then placed directly on their payroll with little or no ramp up time before being productive on the job.
In addition to the need for specific skills, hiring managers are looking for content-marketing professionals who can work across multiple digital platforms. Companies are now asking candidates if they have any experience creating marketing plans from scratch or in conjunction with a team. This is a growing trend and hiring managers are seeking to see what candidates can do on their own before bringing them on board full-time.
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Managing Your Recruiting Efforts: The 7 Biggest Mistakes [ARTICLE BEGIN]
There are so many HR software tools available today that it's hard to know where to start, and many don't offer the value we want without some extra work involved. It's easy to make mistakes when implementing your new recruiting software and here are some of the most common...
Not taking time to review the platform ahead of time. Too often we expect our technology to be intuitive and easy to use, but that can have unintended consequences. Before you begin, take time to familiarize yourself with the system and ensure it is what you want. Not understanding how it works. It's important to understand exactly how your new HR software will work before you start using it. This means knowing what features are included with your subscription and how those features are used . Not taking advantage of all features available.
Conclusion
Taking advantage of all the features your new software has to offer allows you to get the best results, and that's always a good thing. What some of these tools don't communicate well is that it is extremely important for organizations to understand what their new tool is offering, how it integrates with their existing HR system and/or workflow, and what support is available from the vendor before they make a decision. Some organizations have jumped into using a new tool without identifying exactly why they need such a solution or what problem they are trying to solve. Other times, those organizations have purchased products without asking for proof of value.