Four ways to use technology to recruit better people

by Adeline Teoh October 11, 2016

Many business owners say that finding the right talent is one of the hardest parts of their job. Here’s how you can use technology to recruit better people.

  1. Search and ye shall find

Recruiters often use résumé scanners to pick out keywords in candidate’s applications. More sophisticated recruitment tools will also scan for synonyms.

You can use the same technique when you’re hiring – a simple (but possibly time-consuming) method is to individually search each CV and cover letter using your computer’s ‘Find’ feature. Start with a list of traits you find essential, and then desirable.

A more proactive way to find suitable candidates is to leverage talent platforms such as LinkedIn, which have powerful search tools built in. You can search by industry, skills, qualifications and even current and previous roles. Narrow your search by location, or broaden it to include people who haven’t specifically stated that they’re job hunting. Save the search criteria if your growing business is likely to need another candidate in the near future.

  1. Leverage social networks to spread the word

When it comes to recruitment, take a leaf from the marketing department’s handbook and find the best candidates even if they are not looking for a job. The ubiquity of social networking platforms means you can tap into the power of word-of-mouth. Ask current staff – or even high-performing former employees – if they know anyone suitable. The most engaged team members will happily put the word out.

  1. Track your candidates

Applicant Tracking Systems (ATS) have been available to recruiters for some time, but they only recently moved to the cloud, thereby becoming more accessible to organisations that aren’t in the business of hiring people every day.

A good system will allow you to set up a digital application form for candidates and create a repository to store data. When you’re ready to go to the next stage, the system will sort candidates according to suitability and even remind you who you need to notify – whether it’s a rejection, an interview invitation or a request to keep the applicant on file – which you can then save in the repository. Automating this process means you can better focus on the person-to-person aspects of recruitment.

  1. Interview remote candidates

Talent can come from anywhere in the world, and technology has closed the distance between your business and the best person for the job – wherever they are. Gone are the days of the crackly long-distance telephone interview; free video-chat platforms such as Skype and Google Hangouts make live interviews easier to conduct, and this way you’re better able to read body language.

One exciting technology recently adapted for recruitment activities is virtual reality. You can now throw candidates into relevant work situations to see how they react. While the cost is fairly prohibitive for most businesses, it may become more accessible in the future.

Technology can help you find candidates, sort applications and make remote interviewees more accessible, so you can concentrate on the human element: selecting the right person to join your team.

Need more people on your team? For more information on how PLAN Australia can help you grow your business, contact us today.

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