Hiring new employees doesn’t come for free! In fact, it costs an average of $4,000 and 42 days for recruiting and hiring them, a cost that can be reduced with the use of these recruiting tools.
Keep in mind that these are tools and, thus, these should be used in accordance with their original design. Furthermore, the decision to hire still rests with you, the hiring manager, with the tools used only in the improvement of the hiring process.
Hiring Tools for Managers and Recruiters
Intelligent automation is among the most useful tools because it provides hiring managers with the opportunity to reduce the cost and time involved in the hiring process. Of the diverse range of intelligent automation tools, chatbots are among the best because these can be customized to your specific needs and wants.
Basically, a chatbot is a relatively simple program with a messaging service designed to perform basic tasks including creating standardized responses to messages. Think of chatbots as robots with fairly sophisticated chat functions.
Recruitment chatbots are specifically designed for recruitment purposes. Their functions include responding to applicants during non-office hours, answering the questions of these potential hires, and even sending messages to the top-rated applicants. The automated process means that hiring managers can focus on other important matters instead of being tied to the applicants’ concerns.
The hiring process doesn’t stop with hiring the right person for the job. The employer has to provide the new employee with the right onboarding experience and training so that the latter will likely stay. Without these aspects, a new employee may leave the company soon after being hired; studies have shown that an average of 22% of new employees leaves their jobs within 40 days.
Fortunately, employers can provide their new employees with Click Boarding, a tool that automates the onboarding process and makes it a more positive experience. Click Boarding provides users (i.e., new hires) with several online and mobile tools for getting notifications about their to-do activities, such as paperwork they must submit, people they have to meet, and handbooks they must-read. Plus, the tool allows for automatic storage and access to new employees’ information.
Let’s assume that you found the right person for the job but you’re experiencing difficulties with contacting them? Perhaps your messages on Facebook haven’t been seen or answered.
In this case, Contact Out will be useful in contacting the concerned person through their email addresses. When used on LinkedIn, the tool displays an overlap of contact information for the said person that, in turn, means you can send a direct message to him or her. You don’t have to send a LinkedIn message since the direct mail may suffice.
Based on the parameters, Contact Out can also search through the Internet’s websites. You will then be casting a wider net in contacting the person and, thus, improving your response rate.
Other similar tools include Connectifier, Lusha, and Email Hunter.
Know Your Worth
Have you ever been in an awkward situation where a potential employee asks questions about salary, compensation, and benefits packages? Most hiring managers say that, indeed, they have experienced it at one time or another! The awkwardness can come from the hiring manager’s reluctance to discuss salary packages at an early stage and from the applicant’s anxiety about appearing too aggressive.
With the Know Your Worth too, such awkward discussions can be reduced, perhaps prevented. Both the hiring manager and the applicant has a starting point from which discussions about salary packages can be made.
Know Your Worth, a Glassdoor tool, provides information about salaries based on education, skills, and experience, among other parameters. The information can then be used by both parties as an idea of what a fair salary should be.
Larger businesses who find Contact Out’s basic features to be limited will likely find Hiretual to be a more useful tool. Recruiters use Hiretual to make direct contact via phone and email with potential employees, a more effective and efficient form of communication than social media messaging.
But Hiretual doesn’t stop with gathering the applicants’ contact information. It’s also useful in creating a more streamlined recruitment system, particularly in keeping track of the process from the first contact to the onboarding aspect.
Dealing with dozens of applicants for a single job increases the risk of mistakes, such as missing out on the right person for the job. Think of the difference between automating many of the activities of the hiring process, from making contact to conducting one-on-one interviews, and performing them manually. With automation, you’re not just saving on time and cost but you’re also reducing errors.
This is where HireVue comes in! HireVue aids hiring managers with the initial applicant assessments and provides custom assessments for every applicant, too, as well as making the interview more flexible (e.g., via video interviews). Making hiring decisions then become faster, not to mention that these are likely to be the right fit.
As an alternative to HireVue, we suggest Harver, an automating tool that matches applicants with jobs. Harver can also be integrated with other recruitment tools as well as provides customized assessments.
While social media sites are great places to find, recruit, and even hire employees, these are too many to keep track of for the average hiring manager. Think about it: You may have to search more than a dozen social networks and spend hours on every single one of them – and that’s costly on its own.
With Sourcehub, you can automate the process! You can simultaneously conduct a search on more than a dozen social media sites including LinkedIn, Facebook, and Twitter, and spend just an hour or two at it. You must, however, use, the right keywords or key phrases related to the job, enter the required skills, and the job’s location, among other inputs, to get good results.
All of these tools automate certain aspects of the hiring process, particularly the ones that usually involve manual drudgery (e.g., plowing through hundreds of profiles and resumes). But these shouldn’t be used to automate the entire process because then you may just end up with many inappropriate employees for the job. Again, the human touch cannot be denied!