But here at Rectec, we’ve created a product that not only helps companies source the right recruitment tech for their needs, but also elevates immediate and transparent ROI through objective, criteria-led comparison, giving our users the chance to visualise exactly where every penny goes on their new tech.

The need for tech.

In an era of candidate dominance in the hiring cycle, and as the unstoppable need for talent continues to put pressure on employers, recruitment services need to adapt to meet this unique new demand.

Recruitment tech has been a salve to many suffering from hiring woe. The novel tech platforms that now underpin our most successful recruitment services – from ATS and recruitment CRM integration to video interviewing, assessment tools, cloud-based onboarding services and more – are now well understood, standard operating procedure for consultants and Talent Acquisition practitioners in their day-to-day role.

Since the pandemic, that usage and reliance on tech has skyrocketed, as has investment in the recruitment tech sector. This, in part, is down to two things:

• A global skills shortage in future-critical industries, which has pushed the industry to innovate and adapt to meet the expectations of digitally-native workers.
• The rise of the data economy, which creates epic amounts of data for recruiters to pour over, and a bank of information from which to improve recruitment services.

The power of relevancy, and how it impacts company investment in recruitment tech.

But, of course, not every tech platform is right for your company. And the lingering threat of choosing the wrong provider – one that isn’t targeted to your industry, your team or your company needs – always hangs over tech buying decisions. 

When recruitment tech SaaS platforms offer scalable packages to suit multiple budgets, and when savvy demos and a nifty UX turn the heads of recruiters on the ground, pulling the trigger to bring onboard a new tech provider is as easy as sending an email.

But the key to choosing effective recruitment tech lies in how tech providers meet your relevant company, market and candidate demands. 

Simply put, your tech stack has to work for you.

Relevancy should be a critical consideration for recruiters and recruitment agencies who are shopping for recruitment tech.

In our research, a major pain point for recruitment agencies and employers on the hunt for recruitment tech is that clearly defined, transparent ROI is almost impossible to come by in such a hyper-competitive tech sales environment.

So what’s the fix?

Where Rectec Compare steps in.

Rectec Compare is the world’s first recruitment tech and applicant tracking system comparison platform, built expressly to remove recruitment tech service vagaries and irrelevance from the process of sourcing an applicant tracking system or recruitment CRM.

Our comparison service offers unparalleled objectivity by utilising a simple user interface, where users can input up to 150+ unique business requirements.

Our sophisticated matching algorithm will review all of your requirements, cross-referencing them against over 180,000 bits of vendor information, comparing a broad range of recruitment technologies and producing a shortlist of the best vendors in the market, based on your specific needs… in less than a second!

Plus, it’s completely impartial and completely fee-free.

Guaranteed recruitment tech ROI. 

Effective recruitment tech stack decision-making comes down to knowledge – of the market, of the players in the market, of the cost comparisons between providers, and of the wide range of features and USPs on offer. 

Gaining market objectivity is intensely difficult – google skews towards ad-first indexing, and your referral network will be trusted, but potentially limited in spread. 

Rectec Compare provides a rare sort of objective ROI – we provide clarity for companies making the critical decision to change, or bring on board a new ATS or recruitment CRM.

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.

The post Why utilising Rectec Compare can improve recruitment stack ROI. appeared first on Rectec.

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.

The post 4 ways recruitment tech elevates your employer brand and candidate experience.  appeared first on Rectec.

From major national newspapers to reams of LinkedIn conversations and thought leadership, the concept behind Quiet Quitting – when staff members coast along at their job, not overperforming, not underperforming, but just slowly and almost invisibly pulling back from engaging with their work over time – seems to be the magnet for which conversations around general unproductivity in the UK workforce is attaching itself to. 

Quiet quitting is nothing new, it’s just a new tagline for a perennial workplace issue – that of workplace disconnect. 

As companies scour the digital and physical leadership world for productivity hacks and quick fixes to dysfunctional teams (most of which are sticking plasters and don’t address systemic cultural malaise), the solution could be lying right under our noses – the tech that has embedded itself into our every-day working lives.

Targeted, cross-functional tech can be an immensely positive weapon against burnout, unhappiness and, indeed, quiet quitting. 

Tech could be the method and the means of connection that workplaces are struggling to maintain in a disrupted working world…if senior business leaders knew how to deploy it properly!

Tech, and Rectec, Origins.

We’ll admit that one of the driving reasons we created the Rectec Marketplace was to draw recruiters and agencies towards recruitment-adjacent tech that could complement any employer’s or agency’s tech stack. 

The reason why is, on the surface of it, pretty simple – it’s a more streamlined way for recruitment companies and agencies to connect with a wide variety of innovative recruitment solution services they didn’t even know they might need. It’s a chance to open the door to tech creators that are changing the way we do business, and through this, we like to think our Marketplace is doing the good work of promoting innovation in the world of HR and talent acquisition. 

But as anyone who’s had their working lives turned positively upside down by tech over the last decade (hello, cloud applicant tracking systems!), the platforms we now do so much of our work on should be considered a part of the solution to novel forms of presenteeism, burnout and work disconnect. 

Indeed, the universality of our online and always-on culture means tech should be leading the way on how to help reduce incidents of quiet quitting. 

Here’s how we think tech, and specifically recruitment tech, can help:

Performance Management. 

A large part of the quiet quitting mentality is a complete lack of enthusiasm for work, caused by, well, you name it – toxic work cultures, too-remote work, a lack of connection, a lack of brand alignment, a disbelief in the product or service, or simply that they don’t feel heard or seen. 

During the pandemic, tech was the communication saviour. Messaging apps, workplace networks, Slack, Teams, Zoom, these solutions combined to create not just great products, but a culture of support and visibility as companies rushed to work remotely. 

As people return to the office, some of the remote work cracks are starting to show – digital burnout, Zoom Fatigue, and quiet quitting. 

Many of the above issues can be somewhat mitigated by one, simple, leadership shift – creating continual feedback loops utilising tech. 

Continuous feedback isn’t a new concept, but it’s come into its own as remote working has exploded. Many recruitment and HR tech providers offer easy, hassle-free platforms on which leaders and employees can offer seamless feedback, reviews, project updates and more – all essential cogs in creating a more supportive machine of workplace culture.

An open forum approach to communication between peers and seniors is verifiably good for team engagement, happiness and productivity!

The power of a good CRM.

When two of the primary complaints of candidates stuck in a convoluted hiring funnel are “the process takes too long” and “they don’t communicate with me where I am in the process” it’s easy to fixate on poor recruitment practice and lazy recruiters as the sole reason. 

But the channels on which some consultants have to work on (legacy CRM, mostly) simply aren’t up to the task of offering efficient, personal communication channels suited to our now multi-channel online existence.

Contemporary recruitment CRM providers prioritise communication and data access, giving consultants peace of mind they can keep on top of comms. 

The search for meaning. 

Another reason quiet quitting is ascendant is a lack of meaningful connection to an employer’s purpose, or indeed the work employees are doing.

It’s imperative employers use every means at their disposal to help employees reconnect with their brand, vision and mission. 

This is where tech helps the process along – by being a vector for employer brand messaging, recruitment tech can be the vessel in which staff are shown how, where and why the company continues to trade the way it does.

Employer branding is one of the most important recruitment and retention tools in a business leader’s hands, so utilising every opportunity to remind staff of that brand and what it means will make a massive difference to staff morale, connection and meaning. 

Tech is the means, and the method, by which this messaging continues to hit home. 

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.

The post Is recruitment technology the cure to “quiet quitting”? appeared first on Rectec.

There are over 450 applicant tracking system providers in the UK alone, so shopping for a new ATS can be a labour-intensive task with little reward other than circling back and forth between search terms on google.

However, getting your choice of Applicant Tracking System right is absolutely business-critical, as recruitment becomes more urgent, more digital and more personable – according to TalentLyft, “86% of recruiting professionals say that using an ATS has helped them hire faster”.

Speed-of-hire is one, vital metric in which we judge the efficiency of an ATS. However, recruitment in the modern digital era isn’t just about speed – consider the shift in candidate and client expectations in regards to communicating company culture and good onboarding processes that have so dominated the recruitment conversation post-pandemic. 

These other recruitment and job-seeker behaviours – how candidates engage with the more holistic, culture-led aspects of a company – are equally, if not more important to the modern job seeker than ever.

Applicant Tracking System providers have, in the main, met the moment, and these sorts of holistic and process-led features now come as standard in many solutions. 

So considering the explosion of ATS providers and new features that those ATS providers have built into their products, how do you know which solution is the right one for you?

That’s where we step in – as any recruiter knows, recruitment is more than simply putting candidate A into job A and stepping away. From application to video interviewing to onboarding, candidates demand a more agile, more immediate and far more human service from their consultants. 

ATS and recruitment CRM systems are often the platforms from which many of these connections are built.

So here is the Rectec guide to comparing ATS and recruitment CRM, to make sure the platform you choose is right for your enterprise. 

Assess your ATS needs.

As we mention at length in another article, choosing the right ATS is only as effective as your prioritised list of requirements. You need to make sure you know which features of an ATS solution you need, as well as the ones you don’t. 

We advise you to create a simple system in which you can easily refer to the features you need from an ATS provider. For example, a traffic light system, where certain features are colour coded; Green (those absolutely must-have features), Amber (those you will get regular benefit from) and Red (those which are not required). This will help in any conversation you have with an ATS rep, or any search terms you enter into search engines or, as we discuss below, into an ATS or recruitment CRM comparison service. 

When in doubt, ask for an ATS or recruitment CRM recommendation. 

Often recruiters and HR leaders will seek recommendations of ATS providers, not only because industry peers will, in some cases, have similar recruitment needs, but because it’s a great way to obtain first hand feedback of what solution your peers are using, and what those solution providers are like to work with.

Recommendations are trusted connections between peers and ATS providers and will come with a lot of positive brand advocacy. But, like with any major investment, caution is the word of the day, and we always urge recruiters to shop around before settling on a recommendation. 

ATS and recruitment CRM comparison services. 

Rectec are proudly flying the flag for a relatively new, and novel form of ATS/client introduction, the ATS comparison service. 

ATS comparison services are fast becoming the first port of call for recruiters seeking the perfectly matched Applicant Tracking System. Because ATS comparisons follow the same sort of customer UX journey as other, more well-known comparison service platforms (such as Compare the Market), comparison services are easy to use, free, and provide an enormous amount of feature flexibility and choice as standard.

Comparison services do all of the heavy lifting and handle the main pain points that come with looking for new ATS – for example, which provider to choose from the litany of options, based on customised inputs and tangible requirements, all of which are controlled by the customer, not search engines or sales reps.

Rectec, and our ATS comparison platform Rectec Compare, are the only provider of such a service.

The bottom line.

Choosing an ATS or recruitment CRM should take time – you need to build a relationship with the provider and their representatives you work with through navigating new tools and migrating data from one provider to another, and you need to make sure whichever ATS you choose, it has all the features you need and more.

But some of that patient shopping around can be expedited, as long as you know the features you need and understand the critical job ATS platforms provide to the modern job seeker. 

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.

The post The Rectec guide to ATS and recruitment CRM comparison. appeared first on Rectec.

But novel recruitment technology innovations, and the rising ubiquitousness of flexible Applicant Tracking Systems and Recruitment CRM software has made recruitment more efficient and recruitment services more scalable.

So can an RPO – that benchmark of recruitment efficiency and ROI – and your existing Recruitment Tech stack – the digital foundation of effective candidate and client hiring – work as one?

Can the two systems work together to improve hiring return and, crucially, can they compliment the other?

We thought we’d dive into this subject, as we feel the benefits of an RPO are only augmented by the savvy use of Applicant Tracking Systems, and vice versa. And, for companies making their first foray into hiring, RPOs can provide the context, training and implementation of a competitive and relevant ATS into your company, teaching you how to buy the right Applicant Tracking System for your firm.

What is Recruitment Process Outsourcing?

As per the Recruitment Process Outsourcing Association, “Recruitment process outsourcing (RPO) is a form of business process outsourcing (BPO) where an employer transfers all or part of its recruitment processes to an external service provider”.

Why would companies choose to work with an RPO, as opposed to staffing agencies or relying on inhouse recruiters?

With recruitment processes, efficiencies and ROI under the microscope for many enterprises post-COVID, knowing how best to allocate recruitment budgets in such a high-pressure candidate market can be a challenge.

This is where trusting a well-positioned RPO partner can help to great effect, most importantly in four ways – scalability, specialism, brand awareness, and ATS integration

• Scalability: because of the flexible nature of RPO arrangements, RPO providers pride themselves on being able to fluidly adjust recruitment workforce requirements to demand. This means companies focused on rapid scaling, or who don’t have the resources to commit to hiring an inhouse recruiter, are guaranteed consistent, proven service to meet the needs of today and tomorrow.
• Brand awareness: because RPOs are ostensibly in control of the entire hiring process, they traditionally enmesh themselves in the brand to become a literal extension of the brand. As such, their employer brand advice, hiring activities, and employer brand control within candidate networks elevate your recruitment opportunities at the same time, while curating more brand “noise” in your candidate networks.
• Specialism: RPOs are often specialists in certain sectors, and as such, companies are not simply purchasing able bodied recruiters – they’re buying expertise, years of committed networking and referral networks, and thought leadership within their field, including in the field of tech, ATS software comparison, and purchasing.
• ATS Implementation: Where we feel the link between RPOs and recruitment technology makes itself most felt is in the implementation of tech, specifically effective, brand-focused Applicant Tracking Systems. Because RPOs are more than an agency, and because their services for all intents and purposes mimic that of inhouse recruiters, business owners can benefit from one unique RPO skill set – the rapid implementation of the right ATS into your Recruitment Tech stack, backed up by collaboration and training.

RPOs, Applicant Tracking Systems, and how Recruitment Tech underpins RPO services

RPOs will often utilise an applicant tracking system as part of their arrangement with a company. Employers can then benefit from both the wide networking and talent sourcing abilities of an RPO, and the efficiencies of an Applicant Tracking System through the following:

• Allowing the RPO lead to integrate a usable, scalable, effective applicant tracking system within a company, spreading the independent costs of an ATS into monthly or annual RPO package costs, and saving the hiring company an incredible amount of time they would have spent comparing Applicant Tracking Systems by conducting a thorough ATS market review.
• Thought leadership on the effectiveness of Recruitment Tech within any given speciality, highlighting the best ATS on the market for your sector and for your workflow, and providing guidance and mentoring on the best way to deploy ATS services within your market.

In summary, RPOs are good at what they do because they know the ins and outs of any given work sector and can provide objective thought leadership on the best applicant tracking system for your company.

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 complimentary tech 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.

The post RPO and Recruitment Tech – can the two work together? appeared first on Rectec.

Before you know it, the day is over, and you’ve barely ticked off anything on your to-do list. Typically, a recruiter will have a range of tasks which will include:

• Advertising roles
• Headhunting for candidates
• Screening CV’s
• Conducting phone/video interviews
• Arranging and conducting face to face interviews
• Meetings with clients/managers
• General admin tasks

If you spend too much time headhunting candidates, you might end up running out of time to call candidates who have applied for jobs (and vice versa), and as we all know, the days can quickly turn into weeks and months.

These are some of our top tips for improving your productivity as a recruiter, whether in-house or recruitment agency.

Track Your Time

It may seem like a tedious, and perhaps pointless task, but tracking your time can be hugely beneficial in improving your productivity levels. You have around 8 hours a day at work, so working out where you spend your time and ensuring you split your time carefully, will help you become more productive. Consider when you are most alert in the day and use this time for the more complex tasks. For example, if you are more productive in the morning, this is the ideal time to take care of your candidate sourcing activities. You may want to spend the early afternoon contacting candidates and spend your late afternoon advertising jobs and writing up job descriptions or undertaking meetings. Ensuring you spend the right amount of time on each task, will help you tick off that to-do list. A good way to improve your productivity is to assign specific times for your tasks. For instance, checking your emails first thing in the morning, during lunch and around 3 pm, and the same with your social media accounts. Setting specific times for your tasks will ensure you don’t end up getting side-tracked.

Turn Off Distractions

Most of us tend to dip in and out of tasks and this is one way to severely reduce your productivity. You may stop to check your emails, have a quick browse on the internet, or check your social media accounts, and before you know it, you have lost hours of the day

To avoid distractions, make sure you are working in a quiet environment, if you are working from home. If you are in the office, you could put your phone to ‘do not disturb.’ Turning off your mobile phone while you focus on a specific task is another useful way to reduce your distractions. Muting your notifications will also ensure you are not side-tracked when working on any specific task.

Take Breaks

It might seem like the best approach to work is to keep your head down for 8 hours straight and avoid taking a long break or speaking to anyone. In fact, this is the most unproductive approach to the working day. We are humans, not robots, and we need rest, and stimulation, we also need exercise. Scheduling in breaks is vital and getting out for some fresh air and exercise. The HSE suggest that short, frequent breaks are better than less frequent longer breaks, so a 5-10 minute break after 50-60 minutes is better than a 20 minute break every 3 hours.

You will feel more empowered if you take time to rest throughout the day. If you are working from home, you may even want to take advantage of it by having a power nap during your lunch. Everyone is different, and some people love a power nap, while others feel worse for it. Whatever makes you feel better – do it!

Delegate Tasks

If you have a resourcer or some admin help, don’t be afraid to delegate some tasks to them as required. Recruiters tend to try and juggle everything themselves, even when there is help available to them. If you have the help there, use it! Focus on the tasks that are going to be most beneficial to you, and will help you tick off those KPI’s.

Automate Tasks

One of the greatest investments you will ever make as a recruiter is recruitment tech, whether it be an Applicant Tracking System or a Recruitment CRM. These can make your recruitment efforts much easier, by taking out some of the time-consuming tasks, such as screening applications and communicating with candidates. You can get candidates through the process much quicker using recruitment tech and plan for your future needs.

Investing in recruitment tech is all good and well but it can be a minefield, so how do you ensure you choose the right one for your needs? At Rectec we have invested time and resources into making the process of choosing a supplier much easier, through Rectec Compare. We know how important it is to make the right choice, otherwise, your investment may not be fit for purpose. Our service is completely free of charge, so you have nothing to lose!

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 complimentary tech 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.

The post 5 Tips for Being More Productive as a Recruiter. appeared first on Rectec.

Georgie brings creative flair and true wordsmanship to support our marketing efforts. She also has valuable recruitment industry experience and we’re excited to get to work with her.

Welcome on board Georgie!

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 complimentary tech 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.

Rectec is delighted to welcome Georgie Partington to our growing team.

Georgie brings creative flair and true wordsmanship to support our marketing efforts. She also has valuable recruitment industry experience and we’re excited to get to work with her.

Welcome on board Georgie!

The post Welcome to Rectec – Georgie Partington. appeared first on Rectec.