Here at Rectec, we’ve always felt that a well-balanced recruitment tech stack provides the muscle and fuel for great recruitment practices.
But behind every placement, every happy employer and every happy candidate are the hard-working recruitment people keeping the connections fruitful – the recruiters, sourcers, resourcers, admin staff, onboarders and HR leaders.
In our view, a recruitment tech stack serves people, not the other way around. It augments their abilities and gives them a larger, more efficient platform to do something even the best chatbot or automated CRM can’t do – build better relationships.
Good recruiters know it’s the people behind recruitment tech who really make our business work. Recruitment success is quintessentially human, and will forever be so.
That’s not to say, however, that WorkTech can’t be the most effective recruiting item in our human capital tool belt.
In our heady, fast-paced, hypercompetitive working environment, recruitment tech provides breadth, a clear voice, brand visibility, and audience reach, not to mention incredible organisation and CRM capabilities too.
This is especially important when you’re trying to create an effective candidate experience. And while tech can and should never replace the human element within CX, tech can most certainly improve it and be the difference between standard talent matching, and game-changing, life-changing end-to-end recruitment services.
So here are 4 ways recruitment tech can elevate your employer brand and candidate experience.
Start at the beginning – organisation!
A primary candidate complaint about recruiters is that they get simply forgotten about, left to float in the recruitment sea. Or, that communication is sporadic and impersonal. Or that there isn’t a sole contact or communication focus, and there are too many consultant cooks spoiling the new job opportunity broth.
What we’re trying to say is candidates hate it when recruiters don’t communicate well. And while we can’t answer for every missed email or slow replay rate, we know full well that most of the time it comes down to poor organisation skills.
This is where tech can make all the difference. The targeted use of an applicant tracking system or recruitment CRM platforms to better organise and move candidates through the recruitment funnel is the safest and easiest way to keep on top of candidate flow. Simple email and contact integration mean emails are never forgotten about, and there is a single point of contact for all candidate comms.
The business development benefits from a good ATS or recruitment CRM are well documented, but in our candidate-led market, candidate comms have to take priority – and a good recruitment CRM or ATS makes all the difference.
You can compare Recruitment CRM and Applicant tracking system vendors using the Rectec Marketplace!
Employer brand reach.
Employer branding is your front line in recruitment outreach, and utilising recruitment tech – in line with savvy marketing strategy – will make your brand cut through the noise.
The key is consistency and cross-platform alignment.
The success of any employer brand outreach campaign is the alignment of your messaging across every candidate or client touch-point, user platform or professional space, so every potential candidate or client will see your brand message.
From business development direct marketing efforts to entire social media content campaigns, you need to know a campaign is working, you need to be able to analyse the data and feedback from that campaign, and you need a well-integrated CRM or applicant tracking system to immediately capture leads and feed them into your workflow. Tech provides the means to get your content in front of the right people at the right time.
Efficient recruitment practice.
We’ve spoken a lot about how effective an ATS is at ensuring recruitment processes are diligently maintained and easy to use, but it’s worth reiterating.
Applicant tracking systems are developing at a ridiculous pace. Now, most contemporary ATS’ contain everything you need to manage the entire end-to-end recruitment process, from multi-posting to onboarding. Simply put, recruitment tech is often a one-stop shop for processes and how candidates are captured and fed into the system.
Understanding the effectiveness of an applicant tracking system is one thing, but choosing an ATS from the hundreds on the market can be a challenge – which is exactly why we built Rectec Compare!
The benefit of easy-to-see ROI and usable data.
We advocate for never using tech for the sake of it. It needs to serve a purpose, improve a service, or elevate staff performance.
But another thing good recruitment tech and a well-sourced ATS can do is provide clear and definitive ROI data, to better build frameworks of recruitment understanding that improves future service provision.
An ATS offers a single data platform from which to extrapolate information, and it provides a clear data stream on what does, and doesn’t, work across your recruiting performance, such as job applicant attrition rates, strategic brand reach and more.
The bottom line.
Recruitment tech simply helps recruiters do their job better.
But they go much further than simple admin and candidate capture. WorkTech platforms and programmes now provide the sort of organisational and strategic underpinning that improves entire recruitment cultures, as well as the individual performance of consultants.
A quick, responsive process is what you need to attract and engage the best talent.
At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.
You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.