Eliana Willis

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    The 5 Best Recruiting Software Tools in 2023

    Looking for the best recruiting software on the market? You’re in the right place!
    Hiring a new employee can be costly and time-consuming. According to Indeed, you can expect to pay up to 30% of the hired employee’s first-year salary to a recruiter – and it can take up to 52 days to fill a position. 
    But what if you could save money and time with some powerful software tools? Recruiting software like JazzHR, Recruitee, etc., can help you streamline your hiring process, attract more qualified candidates, enhance your employer brand, and optimize your talent acquisition strategy. 
    But how do you choose the best one for your needs? We have compiled a list of the 5 best recruiting software tools in 2023 based on their features, functionality, customer reviews, and major pros and cons. 
    Here are the 5 best recruiting software tools in 2023:
    1.JazzHR
    Originally founded in 2009, JazzHR is now a full-fledged ATS and recruiting software that helps small and medium-sized businesses streamline their hiring process. It offers unlimited users and jobs, a customizable workflow engine, and integrations with popular job boards and platforms. 
    A customizable workflow engine is its biggest USP. This means you can create different stages for each job, add tasks and reminders, automate emails and notifications, and track the progress of each candidate. You can also use scorecards and assessments to evaluate candidates objectively.

    JazzHR Candidate Screening Dashboard
    Some of the key workflows that JazzHR supports are:

    Job creation: Users can create jobs using templates or custom fields, add job descriptions and requirements, set compensation ranges and benefits, assign hiring managers and team members, etc
    Job posting: Users can post their jobs to 18 free job boards, share them on social media platforms such as Facebook, Twitter, LinkedIn, etc., and embed them on their career site or website. 
    Candidate sourcing: Users can source candidates from various channels, such as referrals, resume databases (such as ZipRecruiter), talent pools (such as Indeed Resume), etc.
    Candidate screening: Users can screen candidates using filters such as location, education level, and experience level. use knockout questions to eliminate unqualified candidates automatically, use scorecards and assessments to rank candidates based on skills and fit, etc.

    Custom Knockout Questions 
    All in all, ​​JazzHR is a simple hiring solution for small and medium-sized businesses that need to collaborate with multiple hiring managers or teams. However, it may not suit large enterprises or highly regulated businesses that require more advanced features, compliance, or support.
    Pros:

    The pricing plans are affordable, making JazzHR accessible to small and mid-sized companies.
    Since all their pricing plans allow unlimited candidates and users, you won’t have to shell out extra money to scale the recruitment process. 
    It offers social media recruiting, career site branding, reporting, and applicant tracking as some of its main features. 

    Cons:

    Some emails go to spam or get lost in transit.
    There is no way to highlight your posts on certain boards or customize the application questions’ wording.
    The software is feature-rich but buggy and slow at times.

    Pricing:
    JazzHR has three pricing editions: Hero, Plus, and Pro. Hero costs $49 per month and allows up to 3 open jobs. Plus costs $229 per month and allows up to 15 open jobs. Pro costs $359 per month and allows up to 50 open jobs.
    2. Recruitee

    Recruitee is another cloud-based collaborative hiring software that allows unlimited users and data for all plans, so you can involve your whole team in hiring without paying extra. 
    It also has a talent-sourcing Chrome extension that lets you import candidates from LinkedIn, GitHub, Dribbble, etc., directly into Recruitee. In addition, it has a social media connection feature that lets you post your jobs on multiple platforms, increasing your reach and visibility.

    Social media connection feature
    Some of the key workflows of Recruitee are:

    Customized pipelines: You can create customized pipelines for different roles or stages of hiring. You can drag and drop candidates along the pipeline, track their progress, schedule interviews, send feedback forms, etc.

    Drag and drop interface 

    Hiring team: You can invite your colleagues, managers, or external recruiters to join your hiring team. It also provides the ability to assign roles and permissions, share notes and tasks, and mention each other in comments.
    CareersHub: You can build a branded careers site using Recruitee’s templates or your own design. It will help you showcase your brand, culture & values, display your open jobs, and collect applications via forms or LinkedIn Easy Apply.

    While it’s a holistic recruitment platform, it may not be good for companies that need more advanced features, such as AI-powered matching or automated screening. Recruitee is more suitable for HR teams looking to scale their hiring activities. It’s especially suitable for companies that want to collaborate with their team members and external partners on hiring.
    Recently, Recruitee also launched a ReferralsHub feature that lets you create and manage employee referral programs within the platform.
    Pros:

    It offers a high degree of autonomy and independence for recruiters. This means that you can create your own pipelines, templates, and workflows without relying on external agencies or consultants. 
    It helps internal teams hire better together by assigning roles and tasks, allowing you to collaborate with your colleagues and stakeholders on hiring decisions. You can also assign specific people to review applications, conduct interviews, or give feedback.
    Recruitee provides marketplace access, where you can integrate with other tools such as video interviewing, assessments, background checks, etc., enhancing your hiring experience.

    Cons:

    The pricing is based on active jobs, which can be limiting for companies that have a lot of open positions but a low hiring volume.
    Recruitee can be relatively expensive compared to other recruitment tools in the market. 
    While Recruitee offers a range of templates and customization options, some users have found it to be limiting in terms of customizing fields and designing forms to fit their specific needs. 

    Pricing:
    Recruitee has three pricing plans: Launch ($224/month paid annually for 10 job slots), Scale ($399/month paid annually for 10 job slots), and Lead (custom pricing). All plans include basic recruitment features and a free trial for 18 days.
    3. Teamtailor 

    Teamtailor is a recruitment and employer branding platform that helps companies attract and hire talent. Initially founded in 2013 by three entrepreneurs who wanted to make recruitment more fun and human, Teamtailor has grown to serve over 7,000 organizations and 115,000 users worldwide. 
    What makes Teamtailor special is how it combines an applicant tracking system (ATS) with a career site builder and a social media integration tool. 

    Employee dashboard 
    Companies can create a customized and engaging online presence that showcases their culture, values, and opportunities. At the same time, they can grow their talent pool by reaching out to passive candidates on social media platforms, such as LinkedIn, Facebook, and Twitter.
    Here are some of its key features: 

    Custom Workflows: You can create different workflows for different roles or departments, and assign them to your job ads. Each workflow consists of stages that represent the progress of a candidate through the hiring process. 
    Automated Triggers: You can also add triggers to automate certain actions when a candidate reaches a certain stage. For example, you can send an email confirmation, request feedback from your team members, schedule an interview, or send data to another platform like intelliHR. Triggers help you save time and streamline your communication with candidates and colleagues.
    Requisition flows: Requisitions are requests for approval to create or publish a job ad. You can set up requisition flows to define who needs to approve a requisition before it goes live. You can have different requisition flows for different roles or departments, and assign them to your job ads. Requisitions help you ensure quality and compliance in your hiring process.

    Pros:

    Teamtailor is intuitive and easy to use, even for users without extensive technical knowledge. The software features a clean, modern interface and offers simple navigation, making it easy to access and manage your recruitment process.
    Teamtailor offers extensive integrations with other platforms you use for recruitment, such as LinkedIn, Indeed, Slack, Google Calendar, etc. Integrations help you expand your reach and functionality without leaving Teamtailor.
    You can set up custom workflows for your hiring process, enabling you to define interview questions, and set up scoring systems to evaluate candidates. This flexibility allows you to tailor the software to your specific hiring needs.

    Cons:

    Teamtailor’s pricing structure is based on the number of employees, which can add up quickly as your organization grows.
    It does not support multiple languages for the career site, making it unsuitable for many international companies.
    The reporting and analytics feature is not very robust or flexible. Some users wish they could export or customize their data more easily. They also find it hard to track some of their recruitment metrics or SLAs.

    Pricing:
    Teamtailor has a subscription-based pricing model that adapts to the size of your company. The starting price is $2400 per year, but you can request a custom quote from their website. They also offer a free trial for 14 days. 
    4. PinPoint

    Pinpoint is a talent acquisition software and modern applicant tracking software that helps companies attract, hire, and onboard top talent. The built-in recruitment marketing automation platform helps run programmatic recruitment campaigns that get smarter over time, using data from Pinpoint’s ATS.
    They also have a diversity dashboard that gives access to anonymized data and actionable insights, allowing you to measure and improve diversity across the hiring process.

    PinPoint dashboard
    Other key workflows that Pinpoint supports are:

    Creating and publishing job ads on multiple channels
    Building career sites that showcase the company culture and values
    Managing candidates through stages and pipelines
    Collaborating with hiring managers and team members
    Scheduling interviews and sending reminders
    Sending offer letters and contracts electronically
    Onboarding new hires with checklists and tasks

    They have also added new features such as video interviewing, automated screening, and candidate feedback surveys.
    Pros:

    Pinpoint has a developer-friendly API that allows users to integrate with other systems and customize their workflows.
    They offer unlimited support from their team of recruitment experts who can help with optimizing recruitment advertising, improving job descriptions, setting up integrations, and more.
    It has a powerful and flexible career site builder that allows users to create attractive and branded career pages without coding or design skills. 

    Cons:

    It is a relatively expensive solution that may not suit smaller or budget-conscious businesses. Users have to pay per month or per year based on their number of employees. 

    Pricing:
    Pinpoint has two different plans: Growth and Enterprise. 
    The Growth plan costs $600 per month when billed annually and offers unlimited active jobs, team members, corporate branding, a single-page careers website, and standard integrations. 
    The Enterprise plan costs $1200 per month when billed annually and offers everything in the Growth plan plus custom integrations, a dedicated account manager, advanced analytics, and more.
    5. Greenhouse
    Greenhouse is a hiring software that helps companies hire and onboard the right talent. It provides an ATS that allows users to customize their recruiting process, track candidates, collaborate with hiring teams, and measure their hiring performance. 
    The platform is especially known for its structured hiring approach that helps users define clear roles, create consistent interview plans, and collect structured feedback. It also boasts a large ecosystem of integrations with over 450 partners that enable users to build their own hiring tech stack.
    It doesn’t skimp on reporting either – with the ability to track key metrics such as time-to-hire, source-of-hire, candidate quality, and diversity.
    Some of its other key features include: 

    Greenhouse Inclusion: It helps reduce bias in the hiring process and promotes diversity and inclusion.
    Job creation: Users can create job posts using templates or custom fields, assign hiring teams, set up scorecards and interview kits, and publish jobs to various sources.
    Candidate management: Users can track candidates throughout the hiring process using stages and statuses, send email communications, schedule interviews, collect feedback forms, and make offers. 

    Despite all these offerings, Greenhouse may not be the best option for companies that have a limited budget or prefer simpler software. It’s a bit on the pricier side and requires a steeper learning curve. 
    Pros:

    It has a dedicated customer support team that provides training, best practices, and troubleshooting.
    Greenhouse integrates with over 300 third-party applications, including HRIS systems, assessment tools, background checks, and more.
    Greenhouse has a high customer satisfaction rating and a responsive support team.

    Cons:

    They aren’t upfront about their pricing, making it difficult to compare with other solutions. 
    It’s a bit complex to use for some users and requires training and support to get the most out of its features. Some users also report that the system can be slow or buggy at times.

    Pricing:
    Pricing plans aren’t available on their website. You can request a quote from Greenhouse by filling out a form on their website.
    Benefits of Using Recruiting Software
    Streamline the hiring process.
    Recruiting software automates the otherwise tedious tasks in the hiring process, including posting job ads, screening resumes, and scheduling interviews. This helps you (the recruiter) save time and focus on more human-centric tasks, such as building relationships with candidates.
    Take JazzHR’s hiring software, for instance. It streamlines the entire hiring process by automating job postings and offering custom career pages and a candidate database.

    Candidate Database
    Improve candidate experience.
    Just like recruiters, candidates also prefer a streamlined, user-friendly application process. Recruiting software can help provide that. By making it easy for candidates to apply and stay informed about their application status, recruiters can improve their candidate experience and enhance their employer brand.
    Reduce bias in hiring.
    Workplaces are sometimes rife with a biased hiring process. Luckily, recruiting software can help you reduce biases in hiring by standardizing the screening process and using data-driven methods to evaluate candidates. This ensures that all candidates get evaluated fairly and based on their qualifications rather than subjective factors like their name or appearance.
    For instance, TeamTailor’s anonymized screening feature masks candidates’ personal details during the initial screening process.
    Make data-driven hiring decisions:
    Recruiting platforms, more often than not, focus on gathering and analyzing data to facilitate the hiring process, allowing recruiters to make fair decisions and improve their recruitment strategies.
    Scale your hiring process:
    As your business grows, your hiring needs will likely become more complex and time-consuming. In that case, a recruiting tool can be your friend. These tools can help you scale your hiring process by automating tasks and providing tools to manage high volumes of applicants.
    For example, Greenhouse has a special feature, “structured hiring workflows,” that helps recruiters manage high volumes of applicants while maintaining consistency and quality.
    Key Features That Your Recruiting System Should Have

    Resume Parsing: Most often, recruiters spend 6-7 seconds reviewing a resume. This isn’t a lot of time, which places doubts on the efficacy of the entire process. Resume parsing – with its ability to extract relevant data from a candidate’s resume and automatically populate fields in the ATS – solves this problem by and large. 
    Job Posting and Distribution: A report by Content Stadium shows that for those recruitment teams who use social media as a communication channel, the top three platforms are LinkedIn (79%), Facebook (71%), and Instagram (45%). That’s a lot of back and forth. But recruiting tools with automated job posting and distribution make it easier to post job openings to multiple job boards and social media sites.
    Analytics and Reporting: Analytics and reporting help recruiters measure the effectiveness of their hiring process and make data-driven decisions. Make sure your software offers the ability to track and analyze recruiting metrics such as time-to-hire, cost-per-hire, and source of hire.
    Candidate Relationship Management (CRM): The recruiting CRM features allow recruiters to track and manage candidate interactions and communications throughout the hiring process.
    AI and Automation: Automation-based features allow recruiters to use artificial intelligence and automation to improve recruiting efficiency and accuracy. For example, AI screens resumes and identifies qualified candidates, while automation assists in scheduling interviews and sending follow-up emails. 

    Questions to Ask Vendors on Recruiting Software Demos
    When evaluating recruiting software vendors and attending demos, here are some questions to ask to ensure that you’re getting the information you need:

    Ask whether the software can parse resumes automatically. Don’t forget to ask about all the formats it can extract data from. For example, can it handle PDFs?
    Next, check whether the software automated the process of posting to multiple job boards and social media sites simultaneously. Also, can it track the source of candidates?
    The ability to create detailed analytics and reporting is another essential feature to consider. Make sure your recruiting platform can track metrics like time-to-hire, cost-per-hire, and source of hire. Also, can it provide insights into the effectiveness of the hiring process?
    What integrations does the software offer? The software should be able to integrate with your existing HR systems, such as ATS or HRIS. Otherwise, you might have a hard time streamlining the process. 
    Ask whether the software has features to handle candidate relationships. Can it track candidate interactions and communications? Can it send automated follow-up emails and reminders to potential candidates?
    Don’t forget about customer support! Ask whether they offer phone, email, or chat support. Is there a dedicated customer success manager?
    Many SaaS-based platforms have customized pricing plans. So, if the pricing is not available on their sites, ask about their pricing model. It’s also important to verify if the pricing is based on the number of employees, the number of job postings, or another factor. Also, are there any hidden fees or additional costs?
    What security measures does the software have in place? How is candidate data protected? Is your software GDPR or CCPA-compliant?

    In addition, ask them to share case studies or references from companies that have used your software. This will give you an idea about the effectiveness of the software and an inclination on the type of results you can expect.
    Recruiting Software FAQs
    What is recruiting software, and how does it work?
    Recruiting software, often synonymously used with applicant tracking software (ATS), is a type of software used by HR professionals and recruiters to manage the hiring process. These platforms often assist with resume parsing, job applications and distribution, candidate relationship management, and the like.
    How much does a typical recruiting software cost?
    Their cost can vary based on the number of users, the number of job postings, and the level of functionality. Some vendors offer pricing plans based on a monthly subscription fee, while others may charge per-user or per-posting fees.
    How does recruiting software handle candidate communication?
    Recruiting platforms usually offer candidate communication features like automated email reminders, scheduling tools, and messaging platforms. This can help keep candidates engaged and informed throughout the entire recruiting process.
    What security measures are in place to protect candidate data?
    Acclaimed recruiting software vendors usually protect candidate data with data encryption and multi-factor authentication. It’s also important to ensure that the software is GDPR or CCPA-compliant based on your company’s operating locations.
    How do I evaluate recruiting software vendors?
    When evaluating recruiting software vendors, it’s important to consider factors, such as the software’s functionality, integrations, customer support, pricing, and security measures. Demos and free trials can be helpful in assessing the software’s capabilities. Additionally, it can be useful to read customer reviews and case studies to gain insight into other users’ experiences.
    Pitfalls to Avoid When Buying Recruiting Software
    Here are some common pitfalls to avoid when buying recruiting software:

    Overlooking integration capabilities: Let’s say, as a company, you invest in recruiting software that does not integrate with your existing HR management system. This can lead to data duplication and inaccuracies, as well as inefficiencies in managing the hiring process.
    Ignoring user experience: It goes without saying that poor user experience can put off both recruiters and candidates. A difficult-to-navigate recruiting tool or one that takes too long to load might even discourage candidates from applying – resulting in a loss of potential top talent. 
    Focusing too much on price: While you obviously have to consider your budget, it’s equally important to balance cost with functionality and value. Opting for a cheaper software solution may result in a lack of features or insufficient customer support.
    Neglecting security and data privacy: Failing to prioritize candidate data security and privacy can lead to breaches and data loss, which can be costly and damaging to your company’s reputation.
    Not considering future needs: If you don’t invest in a recruiting tool with scalability options, you may need to switch to a new software solution in the future. This can be both time-consuming and costly.

    Choose Your Perfect Recruiting Solution!
    In conclusion, each of the top 5 recruiting software tools for 2023 offers unique features and benefits to help organizations streamline their hiring process.
    JazzHR is an affordable and user-friendly option, while Recruitee is ideal for organizations seeking a range of features. Teamtailor is a modern and customizable platform, while PinPoint offers a comprehensive recruiting solution. Greenhouse may be more expensive, but it offers a range of features and may be a good fit for medium-sized and large businesses.
    Ultimately, the best recruiting software tool for your organization will depend on your specific needs, so it’s important to evaluate each option carefully.
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    How Recruiters Can Find Opportunity Amid Uncertainty

    The forecasts are in, and economists paint a gloomy outlook for the UK economy in the coming months. It has been predicted that Britain risks being the first G7 nation to slip into recession – and the last one to get out of it – which is undoubtedly causing concern amongst business leaders.
    To prepare for challenging times ahead, many organizations are already making tough decisions about where to prioritize investments as budgets tighten. According to new research from LinkedIn, three-quarters of business leaders in the UK are anxious that the current climate will force companies to wind back progress made during the pandemic on important areas of working life such as flexible work, as well as skills development (76%), and employee wellbeing (83%).
    However, this is at odds with what professionals want and has the potential to significantly impact a company’s ability to attract and retain talent. LinkedIn’s Global Talent Trends report finds that flexible work is the biggest factor UK employees value in employers today, even before compensation, with skills development and work-life balance, also featuring high on the list.
    Opportunity for recruiters
    Despite the economic outlook, we’re still seeing a very active labor market with low unemployment levels and a healthy level of job vacancies – with the term ‘jobful recession’ being coined to describe the current climate.
    However, with uncertainty front of mind for many, it has a knock-on effect on how people respond to new opportunities. LinkedIn labor market data reveals that job-seeking behavior in the UK is down compared to the first half of the year, suggesting that people are becoming increasingly reluctant to change jobs during this time of uncertainty. Furthermore, recent LinkedIn research found that 4 in 5 UK business leaders say it’s been difficult to attract talent in the current environment.
    Recruiters play a pivotal role in helping businesses navigate labor market changes, but during periods of uncertainty like the one we’re collectively experiencing now, they have even more of an opportunity to play a strategic adviser role to clients. They are uniquely positioned to help reduce the disconnect between what candidates want and what many employers are now offering by helping companies understand what candidates need in order to consider and pursue new opportunities actively. This is particularly pertinent at a time when many businesses are struggling to find and recruit talent with specific skill sets needed to grow their organizations.
    In a tough hiring environment where people are potentially sheltering in their roles and reluctant to make a change, recruiters can help companies make sense of the hiring market. Here are four key things recruiters should keep front of mind during this time:
    Helping companies understand what candidates want
    The pandemic has changed the world of work as we know it and shifted the needs and wants of employees. This means that it’s more important than ever for recruiters to understand what job seekers want. The biggest shift is the increased desire for greater flexibility in the workplace. For many job seekers now, flexible working arrangements are a deal breaker when considering a new role, let alone accepting one. Recent LinkedIn data highlights the growing preference amongst candidates for flexible working, showing that demand outstrips supply for remote roles – with remote roles making up less than 12% of job ads in the UK, but receiving more than 20% of applications.
    Flexible working will be a key talent magnet for the foreseeable future and can be a core differentiator for recruiters when reaching out to candidates, so featuring an organization’s flexible working policies front and center is going to be key.
    In addition to flexible working, LinkedIn’s recent Global Talent Trends report shows that skills development is a top priority for employees and job seekers. By highlighting a company’s commitment to skills development and the different L&D initiatives that are available, recruiters can help candidates see how a job move can help them develop new skills and progress in their careers.
    Encouraging companies to think skills-first
    For decades, candidates have been assessed on their formal education, experience, and previous job title, which has resulted in companies missing out on high-potential talent. There’s an opportunity for recruiters to help organizations transition to a skills-based hiring approach, where candidates are considered for their skills and future potential. This can help ease the challenges of recruiting in a tight labor market.
    Our data shows that LinkedIn members globally have added 365 million skills to their profiles over the last year, up 43% compared to the previous year. By using skills to screen and search for candidates, rather than relying on direct previous experience, recruiters can help companies unlock new talent pools and source talent from non-traditional backgrounds, which may also help them to improve the diversity of their organization. In addition, recruiters that adopt a skills-based hiring approach will help companies take a ‘select in’ approach to their recruitment, actively bringing in candidates who might not have realized their skills qualified them for the role – rather than just filtering out unsuitable applications. Given we’re still seeing labor market tightness, drawing in new talent this way will be highly valued by businesses.
    Bringing a company’s purpose, culture, and values to life
    More than ever, job seekers are attracted to companies that align with their personal values. When looking for new roles today, it’s more common than not to see candidates challenge and evaluate where a company stands on particular issues they value most, such as DEI or environmental sustainability.
    Recruiters, therefore, need to be well-versed in understanding a company’s purpose and values, ensuring these come through during the hiring process. Recruiters will also need to partner with companies to help them best highlight these attributes to job seekers through their employer branding.
    Data-driven recruiting is the future
    With so much change in the labor market, businesses are increasingly looking for partners who stand out from the crowd and can be truly consultative – providing them with actionable insights grounded in data.
    This means there’s a huge opportunity here for recruitment firms to arm their teams with the right tools to source this data and the skills they need to be able to decipher it. By equipping their teams with these abilities, recruiters can earn a higher seat at the table, providing their clients with strategic advice on workforce planning.
    There is no denying that these are challenging times, but recruiters have a right to be cautiously optimistic and can provide a huge amount of value to clients by playing a more advisory role. By providing counsel and guidance, recruiters can help organizations navigate a tough economic environment, unlocking new talent pools and successfully attracting top talent.
    By Adam Hawkins, Head of Search & Staffing EMEA & LATAM, LinkedIn.
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    How to Recruit Successfully in a Stagnant Market

    It has been a challenging few years for the recruitment sector, and it looks like things might get worse before they start getting better.
    Although employment rates have largely returned to pre-pandemic levels this year, the outlook for next year looks bleaker. Rising food and energy costs have exacerbated the cost-of-living crisis, and recent government budget U-turns have steepened inflation and sent the UK headfirst into another recession.
    As a result, sourcing and retaining talent is becoming increasingly complex. Recent reports suggest that the job market is experiencing a period of stagnation, with many companies forced to freeze hiring as they struggle to keep up with salary expectations.
    So, how can business leaders overcome economic uncertainty and achieve growth in this landscape? The solution lies in analyzing market trends and planning ahead to ensure every skills gap is covered as we enter the new year.
    Understanding job market stagnation
    In recruitment, market stagnation refers to a situation where job growth slows, output plateaus, and wage increases flatten, leaving candidates demanding more than employers can offer.
    Stagnation often follows a period of stunted economic growth, which we have experienced since the first coronavirus lockdown in 2020. The economy showed signs of recovery after the government eased restrictions. However, hiring activity is declining as rising costs and competition for staff cause employers to become more cautious about their hiring plans.
    The most recent KPMG and REC ‘UK Report on Jobs’ survey indicated that starting salary growth slipped to an 18-month low, permanent hiring has fallen for the first time in almost two years, and temporary billings have stagnated. Hiring intentions have increased, but recent reports suggest that business confidence in the UK’s economy has turned negative due to worries over labor shortages, political disruption, and inflation.
    Consequently, recruiting and retaining staff in the current economic climate is becoming more challenging. People are less likely to change jobs for the same or less than they are currently earning, with candidates that are going to market upping their salaries by as much as 30%.
    Equally, in today’s turbulent market, workers may stay put rather than move in anticipation of further economic instability. So, unless hiring managers include adequate long-term budgets for staff increases at the start of the financial year, they will likely feel the sting of stagnation as we head into a new year.
    As a result, employers must assess their hiring needs sooner rather than later to avoid facing a scenario where they are desperate to fill a role but lack the funding and resources to present their top candidate with an enticing job offer.
    Taking a proactive recruitment approach
    It is easy to grow complacent when things seem to go smoothly in the short term. But if we have learned anything from recent disruptions, it is just how quickly things can change.
    Candidates still drive the job market, so companies have their work cut out to attract and retain workers. Business moves fast in the modern world, and employers must always stay one step ahead of their staffing needs.
    To successfully overcome existing and upcoming recruitment challenges, hiring managers must focus on improving the most critical areas of the recruitment process.
    Review benefits packages
    Before embarking on a hiring drive, which can often prove expensive and time-consuming, companies must assess market trends to ensure they can make a competitive offer and fulfill regular pay rises in line with industry expectations.
    The same goes for existing employees. By investing in reward schemes, training, and bonuses, hiring managers can fill skills gaps from the inside and boost retention, reducing the pressure to keep recruiting more staff.
    Focus on diversity and inclusion
    Diversity and inclusion policies (or lack thereof) hold great sway over today’s workforce, playing an integral role in progressive employee value propositions — the way that employers attract and engage desirable employees.
    Highlighting issues and opportunities within this business area is a vital part of social responsibility for modern organizations. Plus, nurturing an inclusive, culture-focused workplace will invite interest from a wider pool of candidates, increasing the likelihood of hiring success and retention.
    Enlist professional support
    Meeting candidate expectations for salary, bonuses, and benefits has always been important. It is now non-negotiable, as market stagnation threatens to impact companies’ bottom lines.
    Enlisting the support of a third-party recruitment team ensures someone is continuously monitoring the job market, conducting accurate budget assessments, and overseeing the entire recruitment process. With these tasks taken care of, business leaders can turn their focus from merely staying afloat to generating long-term growth amidst economic uncertainty.
    By Julie Mott, managing director of Howett Thorpe.
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    How to Cultivate Top Talent While Navigating a Volatile Job Market

    The current employment landscape is complex and punctuated by uncertainty. Buzzwords like the ‘great resignation’ and ‘great layoffs’ are sparking a shift in hiring strategies among employers, especially as a potential recession is looming. The unemployment rate is at its lowest in 50 years at just 3.5%, yet there remains a strong demand for workers as there are currently 1.7 job vacancies for every unemployed American. In this unusual labor market, recruiters and hiring managers must be prepared to attract the best talent for open positions while anticipating the needs of current and future employees.
    Companies can attract and retain top talent in today’s shifting job market with streamlined candidate communication, a renewed focus on employee mobility, and proactive recruitment strategies.
    Streamline communication tactics.
    The methods used to connect with job seekers and current employees must evolve with rapidly changing technology. Simplified and personalized communication allows recruiters and HR leaders to expedite their entire recruiting process, and in turn, make it easier for potential employees to learn about open positions.
    Text recruiting increases the pace of candidate communication which improves the overall recruiting process for all parties. Sourcing, interviewing, hiring, and more can be bolstered by texting, especially when open rates for this method are near 100%. A study by Gartner found that the average text open rate is 98%, while email has only a 20% open rate. Texting allows recruiters to build rapport and trust with candidates while strengthening the employer brand and improving the candidate experience.
    According to new data from Employ Inc., the largest provider of recruiting and talent acquisition solutions, more than 70% of recruiters know candidates who have received multiple offers at the same time in the last six months alone. When candidates are juggling competing job offers, recruiter timeliness becomes increasingly important. Forty percent of job candidates reject offers because another organization made an offer quicker, according to Top Echelon Network research. Text messaging is one way to get in front of candidates even sooner.
    Focus on referrals and employee mobility.
    Employers can benefit from empowering team members to grow within the organization. Regularly revisiting employee mobility plans and performance management systems can encourage employees to explore more internal opportunities. However, 29% of workers say their employer does not offer a platform or software to make it easy to apply for open internal roles. Optimizing employee talent cycles, offering professional development opportunities, and focusing on internal mobility can ensure roles do not become stagnant.
    Employee referral programs can also be efficient ways for recruiters to discover qualified candidates, while also lowering the average cost-per-hire. The 2021 Job Seeker Nation Report found that more than 80% of workers are likely to click on a job opportunity that someone in their network posted on social media. The same study also found that more than 70% of employees are willing to share job openings at their companies via social media. Platforms like LinkedIn, Facebook, and Twitter can be powerful tools in a company’s talent acquisition strategy and lead to organic employee referrals. Instagram and TikTok should also be considered, especially when recruiting younger candidates.
    Proactively recruit passive candidates.
    Passive candidates are not actively looking for a new job opportunity, but may be open to opportunities that fit their personal and professional goals and needs. According to LinkedIn, passive candidates make up 70% of the talent market.
    Organizations that are active on social media are more likely to be seen by passive candidates. Being active on LinkedIn, Glassdoor, and other social media outlets can help showcase the employer brand and give an inside look at its culture to attract potential employees with similar values. Utilizing social media channels to promote the employer brand can impact the perception of the company for current employees and the overall workforce.
    Nearly 80% of job applicants use social media during their job search, according to Glassdoor. An active LinkedIn profile is especially important for networking with passive candidates and sharing stories of employee growth, exciting client projects, and other company news that may appeal to active job seekers.
    When an employer brand stands out to employees who share similar values, organizations are more likely to attract talent who will root for the company, be passionate about their roles, and show a long-term commitment. Within a job market that is in constant flux, organizations that stay ahead of hiring need to engage candidates proactively will have an advantage. This often involves sourcing, engaging, and attracting candidates ahead of a need to fill a specific position and finding new ways to reach passive candidates.
    These are just some of the strategies recruiters and HR executives can consider in attracting a new pool of candidates. When labor market shifts are difficult to predict, today’s HR leaders must find new ways to attract top talent and retain current employees to benefit companies now and in the long term.
    Written by: Kelly Cruse, vice president of human resources and chief diversity officer of Atlas World Group.
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    Recruiting Technology is the Lynchpin to Solving Talent Shortages

    Recruiting has a long reputation for being a tedious process: posting jobs individually to multiple job boards, sifting through LinkedIn profiles, sorting through stacks of resumes, and reaching out to candidates one by one to schedule interviews. But it doesn’t have to be.
    Recruiting technology can help companies find higher-quality talent faster and with less upfront investment. But many recruiters are too overwhelmed keeping up with the onslaught of hiring to take steps to get ahead.
    How We Got Here
    Companies are in a hiring crisis—but they didn’t get there overnight. Many corporate recruiting teams were first on the chopping block when economic uncertainty loomed at the start of the pandemic. With those layoffs, conversations with talent already in the recruiting pipeline went dark.
    Flash forward nine months: Business is booming in many industries, turnover is reaching record highs as the Great Resignation takes hold, and what recruiting resources do remain are stretched thin with redundant and manual tasks. That unsustainable balance has held true ever since.
    But what if the economic tides turn and the rumored recession comes to fruition? Employment experts say that high-skill fields like tech and healthcare will continue to face labor shortages, even if demand in other fields tapers off.
    Efficiency is the Answer
    Businesses won’t be the same in a post-pandemic world—and neither will recruiting. The solution is to use the current inflection point to revamp outdated recruiting processes and be better stewards of the time and resources that your organization does have.
    Investments in recruiting technology are about hiring efficiency. Nothing will ever replace a human voice extending congratulations and a verbal job offer to a selected candidate. But what recruiting technology can do is apply data intelligence to repetitive tasks—like job posting and candidate filtering—so that recruiters can focus their time and effort on connecting with high-quality candidates.
    On average, Robert Walters – the largest global staffing company – states that recruiting technology has enabled its consultants to be 68% faster at managing candidate applications. That’s a huge windfall as recruiting teams struggle to keep up with the torrid pace of hiring in today’s business environment.
    Find Better Candidates Faster With Refined Filtering
    Speed is critical to winning high-quality candidates in a tight labor market. Delays in the hiring process can mean missing out on talent that has secured other job offers in the meantime.
    Instead of manually filtering through applications—and introducing human bias into the process—recruiting technology can automatically sort candidates based on customized criteria using machine learning and data intelligence. That means that an all-star application can be at the top of the digital pile from the moment it’s submitted, and recruiters can follow up on the lead before it grows cold.
    Get More From the Data You Already Have
    Data is the modern business’s most valuable asset—and that adage applies to recruiting data, too. Yet 46% of recruiters say that they don’t have enough data to make smarter hiring decisions.
    With recruiting software solutions, recruiters aren’t left guessing if broadly focused job boards like Indeed attract higher quality candidates than association-based or industry-specific job boards. Rather than relying on self-reported data from job candidates (did they see that post on LinkedIn or was it on Monster.com?), recruiting technology can automatically pull in that data and correlate it with the applicant quality score.
    Recruiting technology can also offer real-time insights into which job postings are attracting top-quality candidates. This kind of actionable data lets recruiters adjust course in the middle of recruiting efforts and direct time and resources away from job boards that aren’t yielding results before a failed search occurs.
    Better yet, gathering and analyzing recruiting and hiring data doesn’t require adding yet another dashboard to your organization’s fleet of measurement tools. By integrating into existing business dashboards (e.g., Tableau) recruiters can not only show their value in terms of return on investment for their hiring budget, but also how recruiting efforts can ultimately contribute to the business’s bottom line.
    Redesigning the Candidate Experience
    Recruiting software doesn’t just benefit HR professionals; it can also improve the candidate experience. By automating simple tasks like follow-up communication, candidates aren’t left wondering if their applications went into a digital black hole. Moreover, accelerating the hiring process means candidates can make informed decisions when accepting offers and aren’t left wondering about what could have been.
    Tackling today’s talent shortage will require multifaceted solutions—but recruiting technology is the lynchpin. By automating administrative tasks, focusing resources on the job boards that are attracting high-quality candidates, and accelerating hiring processes, everyone wins.
    By Alex Fourlis, President at Broadbean. 
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    5 Tips for Managers to Maximize Interviews and Secure the Best Talent 

    Businesses are currently battling a candidate-driven jobs market when searching for talent. There are more jobs than job seekers, so it’s more important than ever for managers and HR professionals to ensure they’re maximizing interviews to secure the best talent.  And with unemployment rates lowering to 3.7% in Q1 2022, the lowest rate since 1974, but a recession on the horizon now, is the time for businesses to ensure they’re streamlining their hiring processes to ensure they secure the best talent going into unfavorable economic conditions. Below, we outline five top tips for businesses to make the most out of the hiring process.
    1. Don’t get stuck on the must-haves
    It is highly unlikely jobseekers will have every skill and level of experience desired for a job role, so it’s important to remain flexible when reviewing candidates. Having two different lists of candidate requirements on the job advert, one for ‘essential skills’ and another for ‘desirable skills’, ensures the best talent isn’t intimidated out of applying due to a lengthy job requirement list where they may not meet every criterion. It’s important to remember although a professional may not have the level of experience desired, their key skills may be useful within their role and will allow them to be trained to the level required – so keep an open mind.
    2. Take time to prepare
    As much as the candidate needs to prepare for an interview, it’s also important when hiring to go into the conversation with all the facts. Ensure before the interview you have reviewed the candidate’s CV and any other documentation they may have provided to get a well-rounded view of their experience before you meet them in person. It’s also a good idea to look at their LinkedIn profile to see if they have been active in any recent discussions that you may wish to bring up in the interview. This will allow you to really get a feel for their personality and how they will integrate into the culture of your business.
    3. Plan out the interview
    It’s a good idea to plan questions prior to the interview. This ensures the right questions are being asked, allowing you to find out everything essential you need to know about the candidate. To make things fair, it’s important you use the same questions for each person you interview.
    Additionally, planning the interview in advance will help get the information you need quickly, saving time and resources, and reducing the need for second interviews and follow-up calls. Being as efficient as possible and cutting out unnecessary stages in the recruitment process can be a make or break when securing talent in the current market. It’s also important to factor in a relevant task that a professional may be required to complete to ensure the interview process gets a well-rounded view of the candidate and their suitability for the role – this may need to be done at a second interview, and similarly to the questions, to keep things fair the same task should be given to all candidates. Also, think about your interview panel – having a diverse panel can help to ensure you are limiting unconscious biases from the process.
    4. Allow time for questions
    Once you’ve asked all the questions you want to be answered, it may feel as though the interview is now complete. However, not allowing the interviewee to ask questions can mean essential pieces of information slip through the cracks. Not only will the questions asked by the interviewee give you a feel for their level of interest in the role and business, but it will also allow you to gain an understanding from the candidate’s point of view, meaning you can streamline your hiring process by providing the correct information and asking the right questions in the future.
    5. Don’t hang around
    Because of the candidate-driven market, it’s important to act quickly if you are interested in a candidate! While you need to take the time and consider if someone is the best match for your business, as the market is moving so quickly, talent is being snapped up fast, so consider if there are ways your hiring process can be streamlined to reduce the time taken to offer a job. If you’re taking the time to discuss a potential hire with every member of your team, the candidate may have already taken another offer, so always communicate your interest in a timely fashion. This could involve setting a transparent timeframe that you will give the candidate feedback, as this may make them more likely to wait before accepting another offer.
    By Claire Harvey, Managing Director of UK Network, Reed.
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    How to Effectively Respond to Candidates’ Final Interview Questions

    The seismic shift during the last two years has turned the labor market on its head. Today, there is a near record of ~11.2 million jobs available, with almost two job openings for every unemployed American. And with the constantly shifting landscape, companies continue to face high employee turnover and difficulty acquiring quality talent to fill open roles. Sixty-nine percent of recruiters believe attracting and hiring talent will be difficult for the remainder of the year, per the latest data from Employ Inc.’s latest Quarterly Insights Report.
    To overcome this challenge, it’s key to determine whether the role aligns with the expectations and preferences of job seekers. One of the best ways to find out is during the interview process. By opening the interview floor to questions from a job candidate, you have the opportunity to better understand what is important to them and make authentic connections in a highly competitive hiring environment. In the past six months, 72% of recruiters have encountered candidates who have, at one time, received multiple offers at the same time.
    “What motivates you [Recruiter or Hiring Manager] to stay on the team at your organization?”
    Job seekers know what they are looking for in their next position and want to be satisfied with their future employment. In fact, new research shows that 32% of workers would quit a job without having another one lined up if they don’t feel content or fulfilled with their job. Answering this question truthfully will help the candidate determine whether or not your organization is a good culture fit. Especially since 21% of job seekers cited poor company culture as the top reason for leaving a job in the last 12 months. Another thing to consider is welcoming the candidate to ask that same question to others. The different perspectives of your hiring team can help the candidate really understand the organization and how it might align with their values.
    “What has the company implemented to help drive improvement in the organization?”
    While this question is broad, your answer can help your organization stand out. Tie this answer to the initiatives implemented to build your company culture or improve the well-being of employees, such as mental health benefits, strong work-life balance, and flexible work arrangements, among others. Per Employ data, poor company culture is one of the top reasons employers switch jobs. You might also pull an example from how the organization was faced with a challenge, made a change, and was ultimately able to overcome that obstacle. In addition to a strong culture, reinforcing how your team solves problems collaboratively can really help improve the candidate’s understanding of why they would want to join your team.
    “How has the organization been performing against goals this year?”
    Job seekers want to know whether an organization is setting and achieving its goals. This is especially important for roles where reaching individual goals correlates with salaries, as compensation continues to be a driving factor in today’s hiring climate. Per Employ’s latest data, 42% of recruiters found making adjustments to compensation and total rewards to be the most helpful strategy in overcoming the tight labor market. That’s why it’s crucial to leave interviewees with a clear understanding of compensation, how attainable the goals are, and whether the organization has successfully achieved them.
    “What is [Hiring Manager’s] leadership style?”
    Misalignment on leadership styles can cause significant workplace issues and future career paths. That’s why job seekers need to understand their potential manager’s leadership style and for you to know how candidates like to receive direction and feedback. Answering this question with transparency is critical. Otherwise, you risk hiring a new employee who may not mesh well with the team. Employ data found that nearly one-third of workers who left their job after 90 days claim unsatisfactory company leadership as the primary rationale for departing.
    “Do you have any concerns about recommending me for this position?”
    If you have concerns about gaps in skills or experience, take the time to explain why those are important to the position and allow them to respond. The candidate’s response to the feedback can also signal how well they handle critical feedback and if they’re willing to grow in the areas they’re lacking. Pay attention to what experiences they highlight to help reduce your potential concerns. The conversation surrounding this question could ultimately make, or break, your decision to move forward with a candidate or their decision to accept the job.
    Overcome Hiring Challenges with the Right Technology
    Before an interview even takes place, sourcing the right talent for open roles is crucial. However, our data reveals the biggest challenge for over half of recruiters is finding and hiring quality candidates, while 62% said improving quality-of-hire is their top priority. In today’s tight labor market, recruiters must adapt their tactics and processes to identify the best possible candidates, which can be accomplished by investing in intelligent talent acquisition technologies to meet hiring goals.
    When determining the best solution for the needs of your talent acquisition (TA) team, ensure the technology has extensive experience in delivering recruiting results within your specific industry and business size. Identify solutions that go beyond applicant tracking and integrate a wide range of capabilities to support your hiring goals, including recruiting AI and automation, employee referral tools, analytics, and more. With these solutions, organizations will have everything needed to identify the best candidates for every job opening and the opportunity to dig even deeper during the interview process.
    Corey Berkey serves as Senior Vice President, People & Talent, at Employ Inc. 
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    5 Automation Habits of Highly Effective Recruiting Teams 

    In a talent-short market, having a consistently engaged talent pool sets recruitment firms apart from their competitors. Thankfully, cutting-edge automation tools are helping recruiters to engage, nurture, and, ultimately, place top-level talent into new roles at the pace and scale demanded by their clients. In fact, according to Bullhorn’s aggregated data, agencies that use automation have a 64% higher fill rate and submit 33% more candidates per recruiter than those completing tasks manually. How are firms making the most of automation to see these incredible results?
    Here are five habits of Bullhorn customers who leverage automation to create an engaged talent community that is excited to work with them in the short and long term.
    1. Engage regularly with talent
    According to our recent survey of 2,000 candidates, the number one reason talent becomes frustrated with recruiters is poor communication. Automation enables recruiters to manage communications more effectively and to keep candidates informed at every stage of the process.
    Many firms already use automated emails, surveys, and text messaging in the recruitment process. However, recruiters need a tightly integrated tech stack to guarantee that they’re able to gather handy information across every channel, as this is essential for personalization and for generating reliable talent insights.
    Recruiters can send occasional feedback requests through automated messages to new hires, those nearing the end of their contracts, or people that have been in a job for a while. These timely interactions will ensure recruiters stay top of mind and will pay dividends once candidates start looking for new jobs – without the burden of conducting manual ‘busywork’.
    Furthermore, AI-based automation can significantly improve the matching process by intelligently recommending candidates for jobs and jobs for candidates. This is particularly useful for temp or contingent workers, whom recruiters can quickly redeploy into newly available positions as soon as their contracts end.
    It’s also important to note that most recruitment firms have numerous candidates in their databases with whom they don’t engage regularly. Using AI, you can stay in touch with them over time and give them content by suggesting jobs, articles, and tips. It’s also a way to notify them that you want to keep their personal data in your database. However, under GDPR, you need to delete their data if they request it since candidates have the “right to be forgotten”.
    2. Improve data health
    Recruitment teams will always have to collect, store, and analyze data in order to succeed – and it’s something to avoid doing manually, especially on a large scale, as siloed, error-filled data can create just as many problems as unified, clean data can solve.
    With the right automation, recruiters can streamline data management and compliance tasks. These include anonymizing candidate records and updating job, company, and contract status for all the records within the applicant tracking system (ATS).
    Declutter your ATS by using automation to identify outdated records, people with no contact information, or records without activity to speed up searches. To make sure you are GDPR-compliant, your ATS must have all its processing activities governed by a contract under EU legislation.
    Don’t forget that internal reminders are an integral part of data collection – remind recruitment teams to send an early message to new contract starters to get feedback on their well-being and work conditions. Unlike traditional recruitment methods, automation simplifies mass communication with candidates.
    3. Stay organized
    Automating simple tasks within the ATS like notes and alerts gives recruiters back valuable time to spend on building candidate and client relationships. With so many candidates competing for so many vacancies, this solution is invaluable for staying organized.
    It also helps recruiters to set interview reminders and let applicants know whether they’ve been accepted or rejected. Importantly, if a candidate has been offered a position and it falls through for whatever reason, you can contact other suitable job seekers and fill the job quickly if your database is up to date.
    4. Streamline onboarding
    The ability to automate paperwork eases the process of onboarding talent. This is especially relevant for recruitment firms working across different locations and industries, where there might be different laws on taxes and compliance. Companies also have different policies on harassment, pay, benefits, company culture, and other aspects they want extra documentation on.
    A well-defined, automated onboarding system tailors processes to different types of hires and mitigates hiring risks. Back-office mistakes not only distract from an employee’s productivity, but mistakes like worker misclassification also carry the potential risk of fines and penalties.
    5. Scale up marketing
    Automating marketing campaigns to candidates and clients across channels like web, mobile, email, and social media is extremely helpful. Equally helpful is the ability to automatically personalize your content to better communicate with specific groups and ensure everyone receives relevant and interesting offers.
    Determine the segmentations you want to use in your marketing workflows and create lists. This will help to target specific contacts with relevant content. The workflow doesn’t just engage prospects initially but is critical to establishing a sustained interaction with them. As a result, you can expect better engagement scores (and closing ratios) from clients or candidates who are actively being nurtured, instead of those who aren’t.
    Nurturing sales prospects with valuable content enables a recruitment agency’s sales team to focus on engaged leads while automatically engaging with not-ready-to-buy prospects. Some of the metrics to track include engagement score (points are added to prospective candidates’ profiles on the database each time they engage with content), pipeline revenue (income generated through lead conversions), and new lead close rate (the percentage of leads that turn into conversions).
    By Jason Heilman, Senior Vice President, Automation, AI, and Talent Experience, Bullhorn.
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