Recruitment technology covers anything that helps recruiters advertise/market, identify, connect, engage, assess & coordinate relationships with talent, as well as manage all the documentation, communication & the formalities associated with recruitment. Below is a summary of the different categories of recruitment technology:
Platforms/Channels – Primarily dealing with the advertising & marketing side of recruitment, recruitment platforms include popular job boards, both paid and free, that allow you to post job ads, to attract candidate applications. Some job boards also include channels, that allow you to perform outreach to existing candidates on their database. Many platforms offer a pay per click/view, subscription or duration-based models.
Social Media – With LinkedIn being the best example in the English speaking world, recruitment based social media platforms also allow both professionals & employers to connect online. Social Media platforms, allow recruiters and organizations to both advertise, identify & engage prospects proactively. Not all social media platforms are designed for recruitment, however, they can offer paid and unpaid services that can be used to promote job opportunities and spread awareness about roles (such as Meta ads to your target audience).
Applicant Tracking System – A type of CRM focused primarily on inbound applications, where by candidates learn or see a job advertised and apply directly, usually with a resume. The applicant tracking system (also know as an ATS) allows Employers and Recruiters to sort through CVs, as well as engage candidates through different stages of the recruitment process. ATS deals primarily with the connecting & engaging side of recruitment, but can also integrate assessment and documentation tools.
Assessment Tools – Examples include psychometric, cognitive, aptitude and personality type testing, as well as gamification & video interviews. These services are generally completed online and provider by a 3rd party, specializing in testing or online assessment. Assessment tools can have a grading system or report, that can be presented to the employer to help guide the selection process, or in the case of virtual assessment tools, allow recruiters and hiring to watch the candidate recorded responses.
AI – Artificial Intelligence in recruitment uses machine learning and pattern recognition to do everything from identifying suitable prospects, drafting both outreach & job advertisements, to assessing digital interviews. AI can be used to supercharge existing technology, such as assessment tools & applicant tacking systems, to help make suitable suggestions on the hiring process.
Automation – Focusing on reducing recruiters time, automation is the use of bots to conduct outreach. Examples include LinkedIn connection building, EDM campaigns to prospect’s emails, social media engagement and more. Combined with AI, automation can be a powerful tool to produce drive business or hires, with less time.
In the coming weeks, we’ll begin to hone on each of these categories, providing reviews of both some of the better-known tools, as well as hidden gems that shouldn’t be overlooked.
