We’ve just performed our ​ 300,000th comparison! ​

Huge numbers at Rectec HQ, another massive milestone knocked down on our path to procurement dominance, and another step on the journey to helping as many Recruitment and HR leaders buy recruitment tech with objectivity and specificity.

To quote our Founder and CEO, Rob Green…

“What an absolutely mind blowing moment for the team. 

It’s sometimes the case that we forget just how many people our comparison service has reached. And what I’m most proud about is that the numbers keep growing. Searches are being conducted all over the world, and our reputation is, seemingly, continuing to precede us in exciting new markets.

I absolutely LOVE helping agencies and employers to find the right tech. From the day I Founded the company and now into my 4th year, I’m still encouraged and passionate about operating in this incredible little niche.

The future is looking incredibly bright. So keep watching this space for more exciting news in the future. Every milestone is another step on the path to our growth mission and vision of a technically-engaged community of recruiters, HR professionals, agency paragons and leaders in our sector.

Here’s to the next 100,000!”

For anyone reading this who hasn’t yet dived onto our comparison search platform, just head here and within 20 minutes you’ll have a personalised, hyper-customised shortlist of CRMs or ATSs for your needs.

 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.

The post 300,000 Comparisons Completed! appeared first on Rectec.

There is a lot of noise about how AI – specifically generative AI and AI agents – is already halfway towards revolutionising how we work, how we create and how we collaborate.

From coding to customer service, from marketing to sales, NLP programmes are making immediate, critical inroads into previously human-centric operations. 

The possibilities beyond this explosion in generative AI (and the presumption that a working AGI is only around the corner) extend the horizon of what AI can do for more complex tasks, such as iterative problem solving and high-level reasoning.

So within this hysteria of disruption, where are the details around how AI will make workplaces better for everyone? 

After all, the main benefit of integrating AI into workplace processes is to reduce the mundane, automate the repetitive, and allow humans to do what humans do best – create, reason, collaborate, ideate, laterally generate ideas, build relationships and create genuine emotional connections between people, products, services and theories.

Amidst the contradictory thought pieces and think tank panics about AI, what seems to be somewhat lost in the mania is how AI can help build more equitable, fair workplaces for many millions of people who are forgotten or incapable of integrating into analogue workplaces. 

So can we create a future where AI is used for good, or are the tech naysayers right in assuming AI will only be used for illicit gains in easily manipulated industries, deep fakes, crypto-scams and hyper-capitalism?

Let’s dive into it.

Diversity, equity, and how AI can help.

According to author and Forbes contributor Tomas Chamorro-Premuzic, AI will help diversity in two ways.

• “The first is to diagnose things better, telling us what truly goes on in a culture, revealing some of the hidden dynamics underlying many of the critical interactions between people at work”.
• “The second is being able to actually measure inclusion, in particular, whether someone’s demographic status or identity can predict their actual status at work”.

The analytical power of modern AI programmes “allows us to go beyond perceptions”, giving change makers and leaders insight into “biases in behaviour”. AI fills a gap between what we think is happening, and what really is happening, or what could happen, based on evidence. AI can supplement emotionally driven HR decision making with evidently based logic, which in the case of diversity hiring, network management and fair representation can only be a good thing.

Bridging this evidence/emotion gap is the only way to build HR functionality based on real, performance-driven equity, based on real-time data. That data, and the ability to parse it, is the real power behind how AI can assist in creating a representative workforce.

Of course, this doesn’t mean AI should be used on a whim – there is ample evidence that poor AI implementation can break laws and entrench biases, so oversight is key. 

It’s worth reading pieces, such as this article by Fast Company, on the pros and cons of using AI for diversity hiring practices.

Inclusivity, disability and how AI can help.

As this detailed report by Accenture titled AI for disability inclusion puts it, there are several things business leaders and AI developers both can do to help foster more inclusivity in workplaces, especially around disability access and using tech to help people work more productively.

At the very basic level it starts at the design phase. AI creators need to put “inclusive design principles in place to support “human + machine” collaboration (which is) essential to the development of fair and unbiased AI solutions”. Inclusive AI by design is the foundation of inclusive AI use. 

So what does this inclusive design look like in real life? Well, it can be a poisoned chalice but again with the right leadership and strategy AI can be a blessing. 

• “Biases often occur at the intersections of disability, race, gender, and other identities”, which means whatever and however AI is developed it has to be built around reducing bias between underrepresented and vulnerable groups, rather than exacerbating them.
• AI can help build more inclusive workplaces. For example AI platforms can provide better testing and pre-interview assessments, AI-based accessibility tools such as speech-to-text transcription and sign language into text systems, AI-driven employee feedback, AI-augmented accessible interview processes and AI-augmented language accessibility tools. 

The tools of the future can be implemented today to help those most in need of that extra layer of support.

Minority recruitment and AI. 

This piece by the Data Scientist neatly summarises how AI can help elevate minority hires in the recruitment funnel. 

But much of the theory behind diversity-focused hiring strategies – such as blind screenings and automated assessments – has been known for years. It’s how they’re evolving via AI that HR pros need to be aware of.

• The real power lies in how AI improves data-driven recruitment. AI can operate between a wide array of recruiting tools such as jobs boards, social media, applicant tracking systems and recruitment CRMs seamlessly, to better communicate in real-time with specific candidates on the nature of targeted jobs, or clients on the state of play with candidate funnels and minority talent availability. 

• AI can create more accurate predictions on candidate suitability and hiring success utilising data, and can better identify patterns in background, experience and assessment viability. 
• Coupled with in-house NLP (like ChatGPT plugins), AI becomes more than an automated extra – they become an assistant recruiter in all but name, able to seamlessly and immediately dive into entire recruiting networks to matchmake in real-time.

With the right sort of oversight (and a fixation on making sure bias-free searches are run), AI can be the diversity hiring partner every recruiter needs. 

At Rectec we help organisations to find the best recruitment and talent acquisition technologies to suit your needs. 

From Applicant Tracking System and Recruitment CRM comparison, to vendor snapshots, and technology showcases in our unique technology marketplace, we provide fee-free tools to help you build the perfect recruitment tech stack for your business!

The post How can AI be used to promote inclusive hiring practices? appeared first on Rectec.

For all the talk of efficiency, content wizardry and coding super support, anyone who’s anyone knows that without effective oversight and education of any tool, especially AI, they can be abused and put to ill use.

From deep fakes to bot farms, not to mention the already-present socio-ethical grey area around a machine that hallucinates facts and has been jailbroken a thousand times, AI has fast become synonymous with the possibilities of unregulated technical incursion into work, life, community and creativity.

But that said, our future is very much technically-led and will be built on a fully-integrated culture based on IoT, AI and automation. Building that future requires a lot of very talented, niche-skilled people.

The implications of a tech-centric society are incredible, and the career opportunities for people are limitless. Between now, and our IoT then, the jobs of the future are being built on the labour of today.

So here is everything you need to know about the 9 most in-demand tech jobs.

Software Developers.

Average Salary (UK): £43056 per year.

Despite brutal workplace turbulence in some of the world’s most established tech companies, “As of 2021, the tech talent shortage amounted to 40 million qualified developers and engineers worldwide, expected to reach 85.2 million by 2030”. 

That said, for all the bad press and indicators that we’re in a tech winter, “the number (of total staff) let go was typically no more than 5% to 6% of the total workforce, according to Gartner Research”.

Software Development is, objectively, one of the most in-demand roles worldwide and, despite press reports to the contrary, still a popular and much-needed role.

Artificial Intelligence (AI) Specialists.

Average Salary (UK): £52,034 per year.

We don’t need to add our voice to the chorus of opinions – both for and against – AI. But it’s clear as day that the revolutionary NLP models created by OpenAI/Microsoft, Adobe, Amazon and Google will change the world as we know it. 

Whilst reports state that only the world’s largest companies can truly create effective machine learning tools (due to the data sets required to “teach” products like ChatGPT), thereby bracketing the industry in the hands of the world’s largest tech companies, open-source developers are entering the fray in an effort to keep large NLP models accessible and subject to scrutiny and oversight. 

AI Specialists are already hot real estate, and the demand will only grow – plus, without targeted skills investment and training, “skills shortages are causing businesses to fall behind in their adoption of cutting-edge technology”.

Blockchain Developers.

Average Salary (UK): £54,450 per year.

Blockchain is, despite much of the tech oxygen being sucked up by AI, a much-in-demand emerging technology, and the possibilities for application are nearly endless. 

The talent that will build and support our inevitably integrated blockchain future needs to have a suite of very specific skills such as cryptography, working knowledge of distributed ledgers, data science and architecture qualifications.

There is also an imbalance between the adoption of blockchain tech and the talent that supports it, with “members working in the blockchain space… (growing) by 76% year on year through June…(but) countries that produce the most blockchain professionals are experiencing a decline in talent growth”.

It’s never been a better time to consider a career in Blockchain Development.

Cybersecurity Experts.

Average Salary (UK): £56,654 per year.

One of the biggest threats, if not the, biggest threat to the safety and security of our digital future is cybercrime. As per Comparitech’s comprehensive study on Cybercrime.

• “Almost 50% of business PCs and 53% of consumer PCs that got infected once were re-infected within the same year”.
• “Over 37,700 ransomware attacks happen every hour globally. That is about 578 ransomware attacks each minute”.
• “One out of five Americans has dealt with a ransomware attack”.

The demand for Cybersecurity experts is “expected to grow by 18% over the next five years”, so for tech talent with a keen eye for risk, software and computer security, this is the job for you!

Data Scientists.

Average Salary (UK): £50,025 per year.

The future will be data led. At the end of 2022, “over 35,000 data scientist jobs (were) advertised on Linkedin” alone, and as AI proliferates the security and necessity of easily accessible data has never been for valuable. 

The UK is a case in point for how few Data Scientists are being developed, with “the estimated potential supply of data scientists from UK universities is unlikely to be more than 10,000 per year”. 

As such, the opportunities for Data Scientists to make waves in a career almost immediately are profound – “the data science and computer information research field is expected to grow by 22% from 2020–2030 which is triple the rate of the average profession”. 

Robotics Engineers.

Average Salary (UK): £38,718 per year.

The designing and building of robotics – and the in-house, on-demand talent needed to maintain them – is becoming increasingly commonplace across multiple industries from warehousing to healthcare and beyond. 

The irony of the rise of robotics as an essential workplace feature is the lack of talent required to grow the sector. “The Institution of Engineering and Technology’s annual Skills Survey has highlighted an ongoing shortage of engineering skills for the last 15 years. And now this situation is being exacerbated by the rapid adoption of digital technology”.

Robotics Engineering might be one of the most exciting fields to work in over the next few years, as it combines creativity, engineering, real-life application and computer science in a field brimming with investment and ideas!

Virtual Reality (VR) and Augmented Reality (AR) Developers. 

Average Salary (UK): £34,837 per year / £36,446 per year.

Last year the Metaverse was touted as the great workplace saviour. Now, investment is tapering off and people are focused on AI and NLP as the future of IoT. However, the wide range of potential applications for VR and AR is staggering. 

From telemedicine to team collaboration, gaming to recruitment, VR/AR has the capability of connecting us in ways we can’t even imagine. This immersion – of people into digital worlds and with each other across borders – is creating a deep well of investment, where a “five-year annual growth rate (CAGR) of 77.0% to 2023…(reaching ) $571 billion CAGR by 2025” predicted in the sector.

Nanotechnology Engineers.

Average Salary (UK): £37,888 per year.

The world’s “tiniest industry” is slated for a huge decade ahead – it’s already present in industries ranging from Space travel to water filtration, and is in the experimental phase across industries like construction (self-repair), synthetic enzymes and rechargeable industrial battery systems, not to mention in potentially world-saving sectors like cloud seeding.

This is a booming industry that’s in its adolescent growth stage and would be perfect for people with an interest and qualifications in chemistry, physics and engineering.

Stem Cell Researchers. 

Average Salary (UK): £35,159 per year.

Stem Cells Researchers are, more than likely, going to be a central element of how the world pivots to a more sustainable future, and careerists in the sector will be at the vanguard of that change.

From more ethical food production to disease prevention, not to mention reducing the impacts of ageing on the human body (regenerative medicine), the sector is ripe for development and investment.

The Bottom Line. 

Our technically-integrated future will be more than AI, more than the metaverse and more than crypto – and the possibilities to build truly unique and exciting careers in innovative tech sectors should fill any tech worker, young and old, with a hunger to be a part of that change!

 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.

The post Everything you need to know about the most in-demand tech jobs in 2023 appeared first on Rectec.

Rectec can proudly announce we are looking to hire an ambitious Commercial Success Manager.

2023 is panning out to be our best year yet – but to realise that potential and for us to reach the levels we want to reach in our pursuit of becoming the central focal point for all recruitment tech purchasing and vendor information, we need a visionary, customer-focused and dedicated Commercial Success Manager to join the team.

As a remote technology start-up in a fast-paced industry, we’re looking for an individual who can be adaptable to the challenges that this role will bring, and be proactive in creating and executing ideas.

In return, you’ll gain commercial experience across a wide remit, benefit from the freedom and flexibility of home-working, and have the opportunity to contribute significantly towards our continued growth.

“Rectec are on the cusp of breaking the mould of what can be possible for a recruitment technology marketplace – we’re doing what no one else is doing, and are putting the foundations in place for years of growth.

To that end, we want someone to join the team who shares this vision – who can push us to hit new heights, who can serve as the primary point of partnership contact, and who can positively impact our client relationships and business development.

If this is you, give us a call!”

Rob Green – Founder & Director

You can find a full job description on CV library   https://www.cv-library.co.uk/job/218948911/Commercial-Success-Manager

You can apply for the job there, or simply contact us at the below:

   +44 203 983 5511

   hello@rectec.io

 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.

The post We’re Hiring! appeared first on Rectec.

It isn’t bad business practice, exactly, to create a set of expectations, workflows, KPIs and goals that point your people towards success, based on what works.

After all, if it ‘aint broke don’t fix it, right? In a disrupted working environment a bit of stability can be a good thing, a lighthouse in the service world storm if you will.

But to deny your people change, to turn away and discount new ideas, new workflows, innovative tech or creative ideation is to hamstring your business for good. 

Whilst we cannot advocate enough for mentoring and perfecting staff performance on a company-wide basis – celebrate the wins, by all means – here at Rectec we know that innovation is the true power behind success. 

Innovation doesn’t mean burning the old to make way for the new. What it means is utilising what already works, and combining it with new ways of working that elevate sustainable performance.

Innovate to accumulate.

Here at Rectec, we witness, daily, just how innovative people and business leaders can be. 

But innovation is so much more than new tools or cool UX – it’s about offering sustainable solutions that fit hyper-specific needs, on-demand, at scale.

The simplest example we can give is this: there isn’t just one Applicant Tracking System that everyone uses. No one company monopolises talent acquisition tech or controls how creative recruitment tech can be. 

No one size fits all. Variation and personalisation are key because every industry, every TA team and every candidate has different needs and requirements. And, to fully appreciate the service rhythms and outcomes of each industry and every candidate, a variety of endeavours is required.

So we want to channel a bit of that into some quick-fire hints and tips about how to get the very best out of your high performers. Because high performance doesn’t ever manifest in isolation, and every high performer deserves to be celebrated in the right way. 

So here are some things to remember when you’re looking to replicate success across your organisation!

A rising tide raises all boats.

This isn’t just a slogan for fair people management – this should be an ironclad rule for all businesses.

By “rising tide”, and in regards to high performance, what we mean is the ability to contextualise what makes a particular worker good, and adapt those same ethics, productive behaviours and positive attitudes for every member of staff, individually. 

Consider the differing people management styles for neurodivergent staff, for example. The best leaders make workplace changes to be more inclusive to neurodivergent talent because not only is it the right thing to do, it means businesses can utilise the focused, logic-centric, analytic power of neurodivergent thought processes for total, complete business good. 

Simply put, use your high performers as benchmarks, but don’t assume that simply cloning their targets, KPIs and attitudes will work for others. 

Bring new ideas of “success” into the fold and mentor your people into finding their niche version of high performance. 

Do your business goals match your people’s personal goals?

Improving your bottom line, nailing that new client pitch, scaling to demand, releasing that new product – all of these are objectively great business targets. 

But do they match your people’s targets?

When more and more people want to work for purpose-led companies, and when millions of staff quit their jobs over the last few years because their professional ethics and personal morals clashed with the sometimes cold, calculating nature of business targets (not to mention lack of commitment to ESG policies or unsustainable target hitting), alignment between the business and personal is key to elevating total, company-wide performance. 

Of course, every staff member’s personal goals cannot be, at all times, accounted for at all times – but you should know what drives your people to succeed, and use that energy to parallel what you want to achieve as a business. 

Adjust your leadership styles and don’t be afraid of c-suite change. 

It cannot be ignored that leadership visibility – the elevation of diverse leaders and minority talent into leadership roles – has a significant and immediate impact on performance and business success. 

Diverse hiring strategies and bringing new ideas into the fold should be of prime consideration for any leadership team looking to attract the very best of the best.

Adaptable management styles and cultures of leadership are the foundation of these moves to a more equitable workplace – and it starts with existing leaders turning their analytical gaze on themselves. 

As per this wonderful piece in HBR titled How to Help Superstar Employees Fulfill Their Potential, there are 5 primary business leadership challenges every leader should consider:

• How should we lead teams?
• How should our leadership change?
• Does our leadership style match our needs?
• How can we continue to lead at scale?
• How do leaders drive business results?

Every single of these leadership elements profoundly affects team performance and, in this case, individual performance and the ability to grow and get better at a job.

But the critical thing to remember is that the best leaders adapt to each pain point in the search for a well-balanced business. 

Diversify your big billers.

Whilst we slightly baulk at the term “big billers”, anyone who’s worked on a sales floor understands the critical importance of elite delivery of ROI for clients, users or customers. 

However, consider this – if the vast majority of your business success comes down to a small, high-performing team who goes above and beyond, what happens if that team leaves? What happens if that team gets sick, or falls out? What happens if the team becomes dysfunctional, or has an off week?

Consolidation of income streams is hardly a novel business decision, but when it comes to high performance it’s critical you spread the “risk” over as many well-performing teams as possible. 

Start simple, diversify what success looks like, and reap the rewards. 

 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.

The post How to elevate your high performers. appeared first on Rectec.

Most, if not all, recruitment tech platforms are created with a goal in mind, efficiencies to implement or an integration to perfect. Most, if not all, tech platforms understand their platform doesn’t operate in a vacuum: they need to compete against other digital creators and seamlessly fit into workflows and recruiting practices without reducing recruiting impact or ROI. 

And of course, within this matrix of technical decision-making and tech creation sits the very human user. A cruel irony that plagues the HR and recruitment tech sector – an irony shared by every other technical sector – is that a digital platform is only as good, effective or efficient as its very human user. 

Digital illiteracy can undo years of product perfection. A recruitment team who doesn’t invest in digital L&D can pour 6 figures into the most modern, most well-integrated ATS and receive a grand total of 0 applications to roles because of platform misuse. When melded with tech, traditional hiring techniques can (if not suitably reworked to fit our digital age) actually work against hiring platforms and the efficiencies they produce. 

Naturally, this is down to one thing – a critical lack of understanding just and how and why recruitment and HR tech works, and how technical success lies in augmentation, not replacement, of the human-centric elements of hiring. 

We like to think of Rectec as straddling two parallel but different worlds – the digital creators and SaaS platform revolutionaries on one side; and the job-seeking, career-focused employees that keep our country moving on the other.

So a word to the wise for our client-handling recruiting contingent reading this – no matter the brilliant ATS vendor you use, or the incredible CRM platform you dive into every day, your actions determine the effectiveness of these platforms. 

So here are 4 simple but essential rules to successfully utilise recruitment tech.

Never stop learning. 

To say the recruitment tech industry moves fast is a savage understatement. However, most recruitment teams or agencies are not in the habit of changing ATS providers every couple of years – if anything, once a consistent and usable platform is put in place that helps teams effectively recruit it’s wise to keep a steady ship and not rock the technical boat. 

But that doesn’t mean you shouldn’t keep an eye on changes to technical provision in the sector, especially when it comes to candidate attitudes and interactions with recruitment tech.

Consider career pages and employer branding – 5 years ago a simple ATS provider more than likely wouldn’t have prioritised employer branding storytelling. Now, many ATS providers include employer branding, career page and even social media integrations to help better communicate with potential candidates. 

Keep it human.

Never, ever expect the technical tools you use day in, day out to source, interview, vet, assess or hire people to replace you. 

In simple terms (and we consistently beat this drum for good reason) tech should be used to augment what you already do, rather than replace what you do. 

As chatbots and AI find themselves seeping into automotive flows it’s becoming apparent that NLP-built tools are hard to distinguish as a bot. Yes, within reason and at some stages of the hiring funnel chatbots are suitable tools to help connect with and contact candidates. 

But at the business end of recruitment, every candidate wants more than efficiency – they want someone in their corner, fighting for their needs and career, leading with emotion and professionalism.

Recruitment Tech doesn’t make you happy. 

Happiness indicators and assessments are nothing new. 

In the last 20 years, it’s become imperative for employers to market their workplaces as happy places to do work. The cult of the “work wife/husband” has not been bred from nothing – people want to like where they work, they want to find friends and peers where they work, and they want to feel a sense of value and purpose where they work. 

Tech cannot do this. Only human interactions, relationship-building and good workplace culture can.

Does recruitment tech make you a better recruiter?

This is a bit of a trick question because, in reality, we’re asking you whether KPIs and data-supported ROI is the primary indicator of recruiting success.

As anyone who’s ever stepped onto a sales floor knows, recruiting can be about short-term gains and interview-to-placement ratios, but good recruitment cultures are built over time, not over placements. 

Make sure your tech helps you build a sustainable, attractive, affordable and effective recruitment culture, not simply a machine to throw talent at jobs. Recruitment is so much more than that.

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.

The post 4 rules of successfully utilising recruitment tech. appeared first on Rectec.

If you ask the average recruiter to define traditional recruitment methods, the answers will undoubtedly follow some tried and true set processes. 

Those traditional methods of sourcing, vetting and hiring staff have, in the main, defied the steady march of time, numerous talent crises, economic woe and multi-generational changes to career building, skills development and what constitutes good candidate experiences.  

From modern Applicant Tracking Systems augmenting and collating previously siloed recruitment processes to digital onboarding and remote work-as-standard, recruitment is now bookended by tech platforms and digital interactions, buffeted by our fast-paced online culture. 

So how have the standard recruitment touch points – the sourcing, vetting, interviewing, onboarding and post-placement – changed as a result of innovative technical advancement?

Sourcing with HR tech.

Whilst a significant proportion of candidate sourcing has been conducted online for the best part of 20 years, the dominance of SaaS hiring software – and its seemingly limitless integrative possibilities – has opened a new front in hiring efficiencies. 

Candidate sourcing – the identification and entry into a hiring pipeline of new candidates – has been transformed by tech, especially by modern Applicant Tracking Systems and how they now seamlessly integrate multiple talent networks into easy-to-access sourcing pools. 

But that’s not to say the “human” has been replaced. The best ATS platforms on the market utilise automation, AI search tools and manual, hands-on traditional face-to-face candidate connections to create the most relevant talent pools available. 

Vetting and Testing with HR tech. 

Candidate assessments have long been a bulwark against poor hiring and are the first barrier against misplacing the wrong talent into a role. 

In the digital age, assessments can be done anywhere, at any time. In the remote working age, borderless testing (due to a now limitless digital talent ecosystem of remote workers), has reinvigorated the need for bespoke testing solutions.

Employers require rapidly deployed digital assessment tools and need digital accessibility across borders, demographics and languages. 

Naturally, those very same assessment and testing facilities have been moulded into ATS, recruitment CRM and performance management platforms for a more singularly branded, unique and improved candidate experience all under one roof.

When digital hiring platforms advertise their services as “end-to-end”, here is where it really matters – taking as many candidate interactions points under one roof, and hyper-personalising them for maximum hiring investment ROI.

Interviewing with HR tech. 

Since the advent of COVID-19, remote interviewing has become part of the recruiting landscape. The scale of remote interviewing software solutions has proliferated – investment into video interviewing is breaking records, and when the rise of job offers being made remotely has tripled, it’s a significant sign remote interviewing is not only a digital necessity but essential for overall hiring success.

The rise of video interviewing and remote working-as-standard has built entire new cultures of work, completely revolutionising how workers earn their keep and how candidates build new careers.

Onboarding with HR tech.

Akin to remote interviewing, digital onboarding has offered a uniquely contemporary flavour to staff integration, training and induction. 

Onboarding innovation is rampant in the recruitment tech space. Applicant Tracking Systems are leading the way, building suites of onboarding tools to complement their talent acquisition and vetting platforms. 

And, as improving hiring diversity becomes central to hiring culture, digital onboarding providers are finding solutions to bias-less hiring where others can’t.

Post-placement with HR tech.  

Aftercare within recruitment is all important. Post placement, the ability for new hires to feel integrated, psychologically safe and valued is a high priority, and again many ATS and recruitment CRM providers are leading the way in establishing new models of performance management and L&D that are changing the fabric of work. 

The bottom line. 

Recruitment is and always will be a job for humans, made by humans. But it’s hard to ignore the power of tech and how innovation is rapidly transforming the industry from an analogue one to a hybrid digital experience.

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.

The post Has the rise of HR tech killed traditional recruitment? appeared first on Rectec.

This week, our Founder and Director, Rob Green, attended LEAP ‘23 – the world’s leading, global tech and innovation event, held in Riyadh, Saudi Arabia. This is where the world’s most forward-thinking inventors, investors and practitioners come together to discuss the future of everything tech.

This is the second-ever LEAP event, and this year’s speaker list was filled with luminaries from the business, sport and entertainment field including Thierry Henry, Stephen Bartlett, Baroness Karren Brady, Pekka Lundmark, James Caan, Will.i.am and many more. 

So what did we learn from being a guest at LEAP ‘23?

The event beyond the event.

Away from the hustle of main speaker events and the sheer scale of the event (according to the press there were a reported 100,000+ attendees), we learned that the ground is being laid away from the western hemisphere for a new sort of digitally integrated world. 

As one of the preeminent states in the Middle East, Saudi Arabia featured heavily as both a leading investor in the tech space, but also as one of the places tech companies are most heavily investing in – a staggering $3.5bn is being pledged by the kingdom to support technology companies to grow and develop, with many startups and scale-ups set to benefit from huge investment from internal and external investment.

It was also apparent this event was not, by any means, underwhelming – the event itself (and the ecosystem to support it) was running at full bore the entire time we were there – it was incredibly busy, with the post-event aura of Riyadh (the sheer architectural and technological scale of the city) taking my breath away. 

Tech and the future of tech.

At the event itself, it was wonderful to meet and speak to some of the great and the good of the tech world within the Kingdom. 

We finally put pen to paper and announced our new, strategic partnership with award-winning recruitment software, Elevatus (which you can read more about here), and managed to attend talks and speak to providers about the tech future in Saudi and beyond. 

However, the biggest takeaway of the event was that many of the tech innovations we are beginning to take advantage of here in the UK – for example, ai powered cv screening or remote interviewing, are only just starting to make a significant impact in the ME and wider Arabic region. 

The reasons for this, of course, are myriad – millions of socio-economic, technological, infrastructural, and even techno-cultural influences impact our use of tech and how we include it in our systems of work, career building and job growth. 

However, from the talks and conversations we had it was clear the Kingdom and investors in the region are changing their tone, and rapidly scaling their company’s HR processes to incorporate tech where it can make the biggest impact. 

Indeed, we’re seeing our new partnership with Elevatus as a sign that technical HR integration should never be limited by location or prior expectations. More connects us than separates us, and tech helps further erode the barriers to career and business growth. Sometimes it takes heading to the other side of the world to fully understand that!

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.

The post Tech Innovation, and what we learned at LEAP ‘23! appeared first on Rectec.

The issues of hiring speed, flexibility and long-term effectiveness are acute within SMEs especially. Smaller companies with limited resources have forever battled against massive corporate hiring budgets to snare the best in class. In 2023 we predict this fight for talent will move into a new phase of hyper-competitiveness. 

The reasons are myriad – AI is slowly but resolutely taking a flamethrower to the dominance of Google; TikTok is becoming the world’s search engine; Gen Z workers are methodically changing workplaces; expectations in the wake of the pandemic are still changing, on and on the list goes. 

With big budgets come options – so how do small firms fight 6-figure HR departments? It all starts with your choice of Applicant Tracking System or recruitment CRM.

Here at Rectec, we see it as our mission to not only educate firms seeking HR tech where and where the best operators are in the market but to re-educate company owners and HR leads that the ATS and recruitment CRM market is one of the most exciting and innovative tech growth areas. And, critically, that even a modest investment in a well-placed ATS can take you above and beyond your hiring expectations.

Is it time to evaluate your ATS commitments?

Taking some time to analyse and evaluate what sort of value you get from an ATS is no bad thing – after all, you want to evolve as the recruitment market evolves and make the best and most effective hiring impact possible with the limited resources you have.

However, a common refrain we hear from SMEs struggling to hire, or for smaller companies looking at scaling, is that an ATS is nothing more than an “electronic filing cabinet”, and that investing in a more complex system isn’t a good use of limited resources. 

Well, once upon a time that’s exactly what they were – simple storage facilities to access a candidate or hire’s basic career and application information. 

But the sector has come a long way, and the ATS provider of 2023 is a far cry from the one you may have heard about in 2013. 

So here is why a well-placed ATS or recruitment CRM is ideal for UK SMEs.

Optimises recruitment outcomes. 

When time is money and money is limited, you want to make sure your hiring decisions are targeted, effective and relevant. Modern Applicant Tracking Systems and recruitment CRMs now provide an eagle-eyed proactive look into the recruitment market through innovative tools such as scouring social media platforms for talent; automating contact with existing candidates in the pipeline, and integrating recruitment stages such as interviewing, assessment testing, training, onboarding and feedback, as well as the basic keyword CV scanning facilities and administration/data handling.

Whatever ATS you choose has to be right for your company and your needs, and that’s the magic of the market – there are no hundreds of providers to choose from, each with their own variants of plug-and-play tooling and recruitment features for you to create a competitive and useful recruitment experience via one platform.

Flexibility.

As mentioned above, the wide array of ATS and CRM vendors on the market means it’s never been a better time for an SME owner to dip into the market to find the right system for them. Prices are customisable and flexible, and feature/product innovation is rife. 

SaaS customisation as standard.

The wider HR tech market has emulated that of the wider online consumer and subscription market – you pay for what you want, discount what you don’t, and you can build a stack of useful recruitment tools on one platform that suits your needs, rather than the needs of the provider or what the market determines.

If you want to prioritise onboarding over skills testing, you can. If you want to guarantee seamless integration to external platforms as part of a larger stack, you can do that too – the options, if you look in the right place, are endless!

Scalable. 

Buying into an ATS platform isn’t a knee-jerk purchase. We’ve found in conversation with our own customers that ATS users don’t want to constantly shop around every year for a new provider or feel like their service is limited – they want an ATS database and platform that works consistently, over years, and that can scale to requirement as the vendor user grows. 

An HR department (even if that department is a team of 1) without suitable administrative oversight, a secure CV database and an effective, efficient form of recruitment and retention is no HR department. As your company gets bigger you’ll need to rely on a platform to provide payroll, hiring, recruitment, performance management and L&D information rapidly. That’s where you need an 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.

The post An ATS is more than an electric filing cabinet – a guide for SMEs. appeared first on Rectec.

We thought we’d start 2023 by fully celebrating 2022 – and what a year it was, full of progress, brand growth and awareness that our product and services are fast becoming a vital cornerstone of tech procurement within the UK (and increasingly the international) recruitment space. 

The numbers keep going up!

Our Comparison Service, Rectec Compare, had a record-breaking year, reaching customers in 26 countries – a testament to the increasing need for our market-leading procurement and shortlisting platform!

Comparisons made;

2021 = 53,816

2022 = 143,830

This represents a 167% increase on last year!

Requirements captured;

2021 = 8,688

2022 = 16,919

This represents a 95% increase on last year!

Leadership and governance. 

Towards the latter end of 2022, we proudly welcomed two new figures into our leadership team – our new CTO, Gavin Thomas; and our newest Advisor to the Board, Jeremy Ovenden. 

We know the future of Rectec is in good hands, and with these two stewards guiding the company 2023 is looking bright. 

An award-winning year!

2022 was also a year in which we broke the peer ceiling and found recognition amongst the great and the good in the recruitment and recruitment tech world.

We were over the moon to win ​​the Technical Innovation Award at the Onrec Awards 2022, plus we also received the “highly commended” medal in the Innovation of the Year category at this year’s British Recruitment Awards! 

To every voter and judge, thank you – it’s been an honour. 

More vendors!

Rectec is nothing without our incredible and growing ecosystem of technology and recruitment technology adjacent partners, and this year we added 25 new vendors into the Rectec Family.

Product Roadmap

Our product roadmap for 2023 is incredibly exciting! We’ve a number of superb new features on their way, alongside new initiatives to support the growth of our partners. 

We’re making it quicker and easier for companies looking for an Applicant Tracking System or a Recruitment Agency CRM to access our services and compare recruitment software, helping even more organisations to find the right recruiting platform for their business. 

As well as a whole host of updates to Rectec Compare, we’re also embedding our ecosystem of marketplace partners deeper into our product, which is set to produce positive results.

Content

In 2022 we started our very own weekly newsletter, providing industry news, insights and fresh content to our subscribers. We produced 51 industry-related blogs and delivered over 200 news items and 21 weekly newsletters from our first issue in August!

The groundwork we laid in 2022 is the foundation of our success in 2023 – so to all of our partners, clients, friends and advocates, here’s to another great year!

The post 2022 into 2023: a Year in Review! appeared first on Rectec.