These days, it seems that nearly every day brings about a new way of using a new form of technology. AI, for one, has proven to be massively popular—albeit equally controversial—across various industries. And its uses are only expanding with every new iteration of it. But because these possibilities keep expanding, it’s hard to keep track of how to best use many of these tools. Here’s our most updated blog post featuring some top recruitment tools for making your processes both easier and more effective.
Top 6 Recruitment Tools to Improve Hiring Processes
1. Curate effective job descriptions with AI
Listen, AI makes a lot of mistakes when it comes to writing copy.
This is because it bases its writing off of humans who make the same mistakes over and over. Namely, in job descriptions, these errors are using the pronoun throughout. (I.e., “they will do x, y, and z” rather than “you will…”)
As well, many write job descriptions in a passive voice. (I.e., “our goal is to make sure our target audiences are drawn to our products through our messaging.”) Changing it to an active voice would look something like this, then: “our goal is to draw our audiences to our products through our messaging.”
Nevertheless, for someone who doesn’t specialize in copywriting, crafting a job description can be time-consuming and exhausting. So, use an AI platform like ChatGPT to write the descriptions for specific job postings based on existing ones out there. Then, edit it either with a passive voice checker or by hand by checking for passive voice and pronoun use (“we” or “you” over “they”).
We recommend using bots here especially to ensure you’re using specific keywords and phrases that will attract the right applicants. But with this said, have fun with your copy. Make some creative choices to show off your branding or company culture. This will also help your posting stand out from the countless others who have surely also used ChatGPT to write theirs.
2. Host your job postings on the right platform
Your job description could be *chef’s kiss* perfect, but if it’s not on the right platform, it might never find the right applicants. So, once you have a job description with specific keywords and engaging language, make sure you’re posting them in the right places.
After all, you can only preach if you know who to reach.
So, start by considering what your ideal candidate might look like, or where you might find your ideal candidate.
If you’re a small business with a focus on the local community, try posting on your social media platforms using hashtags that draw attention to its location and focus. Those using platforms that follow those hashtags will be more likely to see the posting and respond to application links there.
This is also a good route to take if your target audience for the job posting is younger or more likely to be on certain social media platforms. For example, job openings at TikTok headquarters in Toronto are likely to be posted on TikTok. That’s where their best workers would already be, so that’s where they’d be advertising their postings).
In contrast, if you’re a larger business that has a good following on LinkedIn or other professional social media platforms, use those to target the right applicants.
3. Measure candidate potential with soft skills assessments
It wouldn’t be a top recruitment tools blog without plugging our own most highly rated and used tool, Packfinder.
Packfinder is our very own soft skills assessment created and supported by the experts in assessing candidate potential at Self Management Group (SMG). It leverages AI and machine learning to measure a candidate’s soft skills in six categories based on simple multiple choice questions.
And because it’s a self-assessment, it also measures a candidate’s answer consistency and confidence at the time of their response. That way, you can determine who a candidate is based on their work-based behaviours and habits while also accounting for how accurate their responses will be.
The best part is you don’t have to know how to interpret your candidates’ results. The Workwolf business platform comes equipped with technology that does the deciphering for you. Just set benchmarks based on current top performers and let our algorithm do the filtering for you to determine who is best suited fro the available position.
4. Offer async interviews with interviewing software
In many cases, nothing beats in-person interaction—not many favour Zoom calls over in-person discussions over a meal. But if you’re offering a remote position—especially an async one—how much sense does it make to host an interview in an office space?
And sure, an online Zoom interview is fine if you prefer the one-on-one, live interaction with a candidate. But many organizations are now beginning to offer their candidates async online interviewing platforms to use, instead. This way, candidates can answer the questions on their own time.
This is particularly effective if you want to interview a larger number of candidates and don’t have time to sit for hours at a time to ask the same questions time and again.
In these async, remote interviewing platforms, you can offer written prompts and candidates have to answer the question in a recorded video—usually limited to a few minutes at most. And this way, candidates have to think of how to offer their responses in the most concise way they can.
It’s definitely a challenge, but in many ways, this can be less stress-inducing for candidates than the alternative traditional method.
5. Contact applicants via automated messaging platforms
We’ve talked perhaps ad nauseam about why you should never ghost your job applicants on our blog page. But it’s still worth mentioning because many employers and recruiters alike still continue to neglect this part of the hiring cycle.
And while many joke about never hearing back from recruiters or hiring managers, for many, the waiting game can be a devastating and frustrating one.
So, skip the stress on your applicants and just let them know your decision as soon as you can.
And no, we’re not asking you to email back every applicant by hand using Outlook or Gmail—though you definitely could compile a list of emails from your posting and send one massive email response and bcc all rejected candidates.
An easier way to get in contact with your applicants is to use an automated messaging system. We at Workwolf, for example, have a built-in messaging function so recruiters and other hiring professionals can easily update candidates about their applications.
You can see how to do so and what this looks like in our article on the rejection process on the Workwolf platform here.
6. Save candidates for future opportunities with CRMs
Candidate/customer relationship management (CRM) is the practice of maintaining bonds following an interaction. Quite simply, when you filter and interview countless candidates for a job, you’re bound to find more eligible candidates than you can hire.
So, instead of starting all over with your candidate search the next time an opening pops up at your organization, use a CRM tool to store the data of all of your top-ranking candidates.
Some options for CRMs include Greenhouse, Bamboo HR, and Sense.
And sure, you could store candidate data by hand in a spreadsheet or Word document, but having a system to automate this process will most certainly save you time and money on recruiting in the future.
How to Start Using Top Recruitment Tools
While it can be tempting to push back against new ways of doing your job, in many cases, doing so can be a detriment to your organization. With this said, that doesn’t mean you have to start implementing all of the above all at once.
Start by implementing a few of the above with an all-in-one platform, like Workwolf. We might be biased, but we at Workwolf recommend our platform to all recruiters and other hiring professionals because of its equitable and effective hiring processes.
The business side of the platform includes numerous features, including benchmarking tools that work in tandem with our soft skills assessment, automated candidate messaging systems, and candidate pools for candidate relationship management.
Ready to check them all out for yourself? Sign up for a Workwolf business account for free to check out all our platform has to offer you in your recruitment processes.
