In early 2021, the Bureau of Labor Statistics reported an all-time high of over 9 million job openings in the US. The record demand is a natural consequence of severe understaffing caused mainly by a generational shift and COVID-19. All industries are affected, from construction to IT.

Recognizing the increased interest of employers, job seekers can now afford to be more demanding. Robert Half Talent Solutions reports that 62% of candidates will lose interest if they don’t hear back from a company within two weeks; 49% will cut off contact if they feel they are being misled. The numbers don’t lie: poor candidate experience is a no-go for many potential employees.

Together with the ever-changing nature of the job market, these challenges call for innovative recruitment solutions, such as the top five types of HR software collected in this summary. They are instrumental in efficiently overcoming staff shortages or expanding an organization with new and valuable hires.

Applicant tracking systems

Most applicant tracking systems (ATS) do just that — they track applicants. Good ATSs, though, can do much more.

Your ATS of choice should assist recruiters at every step of the hiring process. First, it will help them manage the career page on your company website and, if integrated, allow them to post the opening to selected job boards instantly.

When applications start pouring in, the ATS will sort them and filter out candidates who don’t fulfill the requirements. But their details won’t be lost for good. Instead, they will be added to the talent pool database to be verified against future job openings. Staying on track with rejected applicants is a task that can keep your recruiters busy for days; an automated solution can handle it in a fraction of that time.

Additionally, an ATS can serve as a collaboration platform for the hiring team during the selection and interview stages. It allows HR professionals to share applicant information, assign and distribute roles, and monitor data access, all within one environment.

ATS software also facilitates scheduling and communication with the candidates who make it to the interview stage. With automatic reminders, both the interviewers and applicants can track upcoming meetings, which means substantially fewer no-shows and wasted HR work hours.

Mobile compatibility

Our internet activity is increasingly mobile, as is job searching. That’s why companies searching for top talent need to make sure that the candidate experience is mobile-friendly.

The frequency and ease of use are two essential advantages of mobile recruitment. In addition, more screen time means more opportunities for the right candidates to spot a vacancy on job boards or social media.

However, mobile presence alone won’t cut it. Candidates expect the same experience from mobile recruitment as they get from food delivery or ride-hailing apps — they want it to be fast, intuitive, and as simple as it gets.

Just like job searchers, recruiters too benefit from mobile hiring solutions. A mobile ATS app enables managing recruitment anywhere, anytime in order to scoop the best professionals out there when they apply for a job. The instant availability and frictionless communication become even more crucial in the era of remote work.

Cloud-based solutions

Recruitment data has two contrasting qualities: on the one hand, it’s highly sensitive; on the other, it needs to be easily accessed by everyone involved in the process. These two characteristics make the cloud the preferred method for hosting recruitment applications and records. 

When compared with on-premise solutions, cloud platforms are usually better equipped against insider attacks and data leaks. To boost their inherent safety, cloud vendors offer comprehensive security packages. The protection measures shipped with most cloud solutions include file transfer and screenshot restrictions, alerts, email monitoring, and disaster recovery plans to control and minimize the damage if it occurs.

Besides, as online solutions, cloud-based recruitment systems are accessible from any authorized device. All the data is stored in one place for a smoother workflow and easier management.

Cost efficiency is another factor that speaks in favour of the cloud, particularly for smaller companies. With cloud solutions, they don’t need to buy and maintain costly server infrastructure. In addition, by outsourcing the processing power, they can make their HR management even more sustainable.

Artificial Intelligence

AI and machine learning solutions have progressively permeated the mainstream in many industries and fields of business activity. Recruitment is no different.

The main benefit of involving AI in the hiring process is the automation capabilities. Designed to handle repetitive tasks, such as CV screening or reference checking, AI-infused RPA bots make room in recruiters’ schedules to deal with more complex duties, like running a closer inspection of candidates or conducting live interviews.

Another area where AI becomes handy is managing the already-existing pool of candidates. Past recruitment records often get bulky in volume, especially in large enterprises; AI can scan through them in a matter of seconds, presenting recruiters with a selection of potential employees that have already passed the initial screening.

In addition, intelligent chatbots are extremely effective at handling simple outreach and support duties. They are also perfect for scheduling interviews and updating candidates on their status without involving the HR team. And, thanks to machine learning, these bots are steadily getting better at their work, one conversation at a time.

Recruitment analytics

Last but not least, big data analytics is widely applied in recruitment and HR to cater to various use cases. For example, analytics tools for recruitment are based on the premise that the more one knows about their hiring process, the more effective they can make it. 

For example, knowing which job board lands the most successful hires allows companies to focus their efforts on that particular site. By the same token, they can rule out the least successful sources of candidates.

HR teams also make ample use of recruitment reporting dashboards. For instance, detailed analytical reports use an abundance of metrics to help companies measure the cost and efficiency of their recruitment processes. 

By applying advanced recruitment analytics, companies can also learn more about candidate demographics or record applicants’ activity on their career pages. Based on these insights, businesses can target the exact future employees they want to hire and pinpoint any shortcomings in the process.

Bottom line

Hiring the right people is a combination of knowledge, experience, empathy, and looking in the right place at the right time. Specialized recruitment tools can turn this complex process into a breeze for both the company and candidates. 

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