Every organization has always had some kind of hiring strategy. What changed is that this process is significantly more digital, even for roles that don’t require tech skills. This also allows for human resources technology to jump in and make the process more streamlined.
With the numerous HR tools we have at our disposal today, you can get confused. Many tools also have overlappings in terms of their features, making your choice even harder. As an HR expert or a business, it’s best that you find the weak points of your business and implement the proper tools.
There are several options available on the market, but focusing on individual features can help you clear any ambiguities. Our article will explore some of the most essential features that HR tools can have.
HR Technology
The term “HR technology” is self-explanatory in many ways. It relates to the devices used for recruiting and managing staff. However, we’ll focus on the former and explore HR technology that can help you with finding top talent.
In terms of recruitment, HR technology involves tools that are used for posting jobs, sourcing, testing, and onboarding employees. HR tools nowadays are meant to empower the individual behind them and help them automate tedious tasks. One such tool is the HR admin system by SenseHR, which streamlines recruitment by seamlessly integrating with popular job boards like Indeed, LinkedIn, and Glassdoor. This integration allows companies to instantly post job vacancies across multiple platforms, making it easier to find top talent. Additionally, the system enables businesses to create their own career page that updates with current vacancies, allowing job seekers to submit their applications directly.
This lets them focus on other aspects of the hiring process that call for more attention and a human touch.Many HR tools also offer data-driven insights, providing HR employees with a better insight into the performance of their job postings and the skill sets of the candidates.
Lack of HR Tools
There’s a lot that an HR can do without implementing modern HR tools. However, their work will revolve around repetitive tasks draining them of energy for essential parts such as interviews and onboarding meetings.
For example, an HR tool can post a job posting on a number of job boards with a single click. This would take at least 20 minutes if you’d do this manually. Furthermore, the job description can be written by an AI-powered HR platform or a pre-made template.
Managing your time will also be problematic, as you’ll have to remember your meetings, write them on paper, or use a third tool to organize your time. Interactive HR tools can provide you with a lot of options to understand your time and responsibilities as an HR specialist.
There’s also a large possibility of human error in processes that aren’t automated. Of course, AI isn’t perfect, but it’s more likely for a human to lose concentration and make errors after a whole workday.
For a business, not using any HR tools can take up the time and resources of your HR team. This can mean that you’ll need more employees who would perform their tasks instead of a portion of employees with a tool.
Best HR Technology for Recruitment
Modern software employs a number of HR features. The problem lies in the fact that companies often don’t know what they want and what their goals are.
Once you understand that, choosing HR tools will be a walk in the park. There are a lot of options on the market that are equally good, but you should choose the one that suits your needs, and it’s also affordable.
1. Automated CV Analysis
One of the most tedious tasks for HR employees is having to go through a dozen or even hundreds of CVs in order to find the perfect candidate. This can often be time-wasting and tiresome activity.
Modern HR tools have features that allow you to automatically scan the portfolios and delete any candidates that don’t fit your requirements. The best AI resume builder implements all the necessary features to create a beautiful CV that helps both candidates and hirers.
Automating this feature doesn’t mean that HR won’t be included in this process. Instead, they’ll be able to focus more on the portfolios that the AI tool has already flagged. This means they won’t waste time on candidates who are incompetent from the start.
2. Templates for Interviews
Many HRs are nervous when they’re supposed to have an interview. This is sometimes because they’re inexperienced, and in other cases because they don’t know how to structure a call. It’s really important that the interview is streamlined so that top candidates don’t slip through their hands.
You can implement a one to one template for all of your calls and improvise only what’s necessary to ensure maximum efficiency of the call. Many HR tools come with interviewing features and templates, but there are also specialized platforms for this.
3. Applicant Tracking Systems (ATS)
When you’re working as an HR for a large company, it’s hard to keep track of all the different applicants and job postings. ATS platforms are a great way to centralize all of the hiring information.
These platforms also automatize job ad placement, allowing HRs to focus on other more important parts of their job. ATS can help HRs track candidates with ease, and help them with scheduling and communication.
4. AI-powered Tools
Everyone is mentioning AI nowadays, and it’s hard to recognize which tools are actually truly AI and which aren’t. HR tools are one of the few areas where companies can effectively implement AI and find value in subscribing to an AI-powered tool.
As mentioned earlier, AI is often used for streamlining CV analysis, and providing the candidate with the best portfolio.
AI tools go beyond CV screening to predict a candidate’s suitability for a role based on historical data, personality tests, and skill assessments. AI. They can also suggest salary benchmarks, market trends, and ideal job descriptions to attract top talent.
5. Pre-created Technical Tasks
HR personnel is rarely experienced in other roles, such as software development or cloud computing. There’s nothing wrong with this, as institutions where HR experts typically come from don’t usually teach these technical skills.
When finding candidates for a technical tasks, there are two ways you can go about this:
- HR completes a crash course on the skill and conducts a technical test
- The future manager of the candidate interviews them
There’s a problem with the first option, as this will unlikely lead to the HR understanding what the candidate is replying. Furthermore, they won’t have the skills to ask specific subquestions.
The second option is better, yet this means that you’ll take the time out of a manager’s workday in order for them to do a task that’s not in their job description.
One of the best ways to go about this problem is to find online platforms with pre-created technical tests, or to create your own. This way, you’ll be able to test the candidate for all the relevant skills they need for the job. You’ll also save time for both the HR and manager.
6. Marketing & SEO Tools for Attracting Candidates
Sometimes, there’s no need to go in the process of actively seeking candidates, and they instead come to you. This is a great option if you’re a company that people have heard of, but there’s still a lot that you can do in order to attract talents even as a small business.
Many HR platforms also include the basic SEO tools for creating job descriptions, allowing you to create job ads that are optimized for SEO. On the other hand, you’ll also be able to attract employees through funny memes and social media marketing.
Regardless, it’s important that your company is reputable, and that it provides a positive environment for growth.
Future of Recruitment with HR Technology
There’s no doubt that a company can achieve its recruiting goals without the use of any HR tools. However, the time and energy it will take them to do so will be incomparably larger than with the help of such a tool.
The features of HR technology mentioned here will no doubt improve your recruitment process and help you find the best candidate for new roles. But of course, these tools aren’t without a downside.
They can be hard to use for employees who aren’t tech-savvy. Other features, such as CV analysis, can have mistakes in its algorithm. The best way to get the best employees is to combine passive methods, such as marketing and PR, and active seeking of candidates through LinkedIn and email outreach.
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