Though companies are collecting many more applications than they have in the past, they are not always attracting the level of candidates they desire, especially for hard to fill positions. To address this situation, organizations can employ candidate relationship management (CRM) products and marketing campaigns that include search engine optimization to help them reach desired candidates. These tools provide automated means to reach, attract, and engage passive candidates. By building relationships with a broad base of qualified, passive candidates before organizations have a need for them, they are able to more quickly fill positions with a better caliber of employee when openings occur.
The automation that can be leveraged during the recruiting process can also carry forward into the onboarding process. Modern ATS products include robust employee onboarding functionality that utilizes all of the information gathered about a new hire during the application process to streamline onboarding with pre-populated, job-specific forms that enforce required fields and easily guide a new employee into the organization with limited assistance from existing staff.
Recruiting technology is evolving fast. New products are leveraging social networks and other new internet technologies to provide even better candidate and user experiences. Artificial intelligence and proprietary algorithms are being explored to learn an individual’s and a company’s unique preferences and apply them to introduce even more efficiency in recruiting. Companies are implementing these technologies today in order to be able to compete in a tighter employment space as the economy improves.
By Tyler Holbrook is VP, Solution Engineering, Hiring Solutions Group – Employer Services for First Advantage