This post has been updated for 2021.
With many people out of jobs due to the pandemic, there’s suddenly a flood of workers in the market and not enough positions for them all, although certain industries are seeing growth. With so many options now at their fingertips, recruiters and HR managers need help to identify the best candidates for their open positions.
According to a recent SHRM report, the number of candidates for any given position has nearly doubled. Not only are the recruiting pools bigger, but now everything is done virtually.
Even when employers find a candidate they want, that candidate may not be looking for a new job. According to the same report, the uncertainty in the market means many candidates aren’t willing to risk taking a new position right now, so unless they’re already unemployed, they may not want to leave their current job.
What’s a recruiter to do in these trying times? The answer lies partially in finding the right recruiting technology. Of course, there are a ton of recruiting platforms out there, so figuring out which one will help your company find the right candidates can be difficult.
In addition to the tools below, this course will help you improve your recruitment skills.
Here, we look at six recruiting technology vendors that all help recruiters source better talent. But, if you want a quicker option, check out our Product Selection Tool. Answer a few questions and get a short list of recruitment software vendors tailored to your company.
Employee referrals are touted as one of the best ways to source candidates, and for good reason: referred employees take less time to hire, stick around for longer, and do better once they’re on the job.
But an employee referral program is only a good way to source talent if employees participate, and if the referrals they share are actually suited to the company. Teamable tackles both of these issues. On the subject of employee participation, Teamable injects some gamification into the proceedings, which motivates employees to get their names on the leaderboard and win prizes by referring candidates. As for referral quality, Teamable’s data-driven recommendation engine automatically identifies which of an employee’s connections are qualified for a given role at the organization.
Entelo is like Google for recruiters; the platform offers access to a searchable database of more than 275 million candidates. Entelo keeps candidates’ profiles updated by aggregating data from more than 50 web sources. You can even increase your employee diversity by putting candidates from under-represented groups at the top of your list.
One of the biggest benefits of Entelo is that it analyzes a variety of variables to predict how open a candidate is to new opportunities. During a pandemic where many workers are holding onto secure positions, this feature can come in very handy for recruiters. For those organizations that prefer the hands-on approach, Entelo is a great way to source talent.
Sourcing talent can be especially difficult for startups and small businesses. These organizations have neither the manpower to put a dedicated recruiter on the job, nor the budgets to hire agencies or purchase expensive software.
Workable is a nice solution for these businesses, because it’s comparatively inexpensive for the most basic plan. It’s also a web-based platform, which means no downloads or complicated implementation — again, things that few small businesses have time for.
Workable gives businesses access to all the trappings of recruiting tech — career sites, one-click posting to multiple job boards, custom applications, etc. Sure, there are a lot of other solutions that do the same thing, but few can compete with Workable’s scalability.
WayUp helps organizations source from a very particular subset of talent: college students and recent grads. As such, it’s not the sourcing solution for everyone. But if these are populations that your organization needs, you’d be wise to check out WayUp.
Employers post jobs, specify their criteria, and wait for applicants who match those criteria to apply. What’s especially cool is that WayUp only notifies applicants who fit the bill. For example, if an organization only wants to hire students/new graduates from Chicago, WayUp won’t flood the inboxes of recent UC Santa Barbara grads.
Hired is another sourcing solution that definitely isn’t for everyone. This particular platform flips the hiring process upside down. Candidates create profiles, and employers and recruiters then sort through those profiles and send interview requests to the candidates they like.
Basically, on Hired, the employers apply to the candidates, rather than the candidates applying to the employers.
Hired requires a little extra effort, and some employers won’t enjoy shifting the power balance, but it’s worth it to find the right candidate.
iCIMS is a big platform. It essentially does everything, from social recruiting and applicant tracking to talent pipelining and onboarding. iCIMS is the sourcing solution for organizations that don’t want to stop at sourcing. Some organizations can afford that; others can’t. Some organizations want all the bells and whistles in one platform, while others prefer a “best-of-breed” approach. Companies that do have the money and the need may want to give iCIMS a spin.
To be fair, you don’t have to purchase all of iCIMS’s services at once. You can opt for just iCIMS Recruit without also buying iCIMS Connect and iCIMS Onboard.
Source better candidates with the right recruiting tool
For every recruiting challenge an employer faces, there’s a technology vendor out there trying to solve it. If your biggest challenge is finding the right candidates, we suggest starting with this list. It might contain exactly the solution you’re looking for. To see a complete list of applicant tracking and recruiting platforms, visit the TechnologyAdvice Product Selection Tool.