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      The 6 Best Video Interview Platforms in 2023

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      When it comes to hiring in 2023, using the best video interview software is essential. After all, video interviewing is now an integral part of the hiring process, and the COVID-19 pandemic has accelerated its adoption. 
      According to a recent survey, 86% of companies now use video interviews to evaluate job candidates. Video interview software is crucial because it enables hiring managers to assess candidates remotely, which is particularly important in today’s world of remote work and social distancing. It also saves time and resources, as it eliminates the need for in-person interviews and can be used to screen top talent quickly.
      As we move further into 2023, it’s clear that video interviewing is here to stay, and with so many platforms available, it can take time to decide which one to choose. 
      In this article, we’ll explore the six best video interviewing tools of 2023 and what makes them stand out from the competition.
      The Best Six Video Interview Platforms
      Here are some of the best video interview platforms to use: 
      1. myInterview

      Founded in 2016 by two friends who wanted to create a more personal and efficient way of assessing job applicants and hiring, myInterview is a one-way video interview platform. You can further meet the shortlisted candidates for a live interview as well. 
      You can either choose from a library of questions or create your own. You can also customize the settings, such as time limit, retries, and branding.
      Here’s how it works:
      myInterview prompts you to fill out a simple form to create your job. 
      After you fill in those details, you can create and send video interview questions to job seekers, who can record and submit their answers online. 
      Next, myInterview will allow you to brand your interview by adding your logo, custom colors, images, or background. 
      Additionally, you can include an introductory video by recording it, linking it via Vimeo, YouTube, or Dropbox, or even uploading a pre-existing video from your computer.

      Finally, you can invite candidates to the job interview and review their videos right inside myInterview’s dashboard.
      Once candidates start sending their videos answering interview questions, recruiters can watch and evaluate the candidates’ videos using artificial intelligence and collaboration tools. 
      For example, the myInterview Intelligence feature uses artificial intelligence to rank candidates based on their video responses. 
      They also offer features like automated shortlisting, curated interview playlists, and bias-free assessment Interviews.
      Shortlisting is also easy, thanks to custom Kanban columns to help you track a candidate’s stage. You can set your workflow to match your company’s hiring stages and customize columns into shortlisted, rejects, approved, etc.

      All these features combined can help recruiters save time and money, screen more candidates, and find the best fit for their company and culture.
      Here’s a quick overview of myInterview’s key features: 

      Invite candidates: Recruiters can invite candidates to take the video interview by sending them a link via email or SMS. Candidates can access the interview on any device with a camera and microphone.
      Review candidates: Recruiters can review candidates’ videos on an intuitive dashboard that shows their scores, rankings, and feedback. They can also share the videos with other team members or clients for collaboration.
      Hire candidates: Recruiters can hire candidates by contacting them directly from the platform or through their ATS or workflow system.

      All in all, myInterview is suitable for recruiters who want to save time and reduce the risk of bias in their hiring process. It’s also suitable for candidates who wish to express themselves beyond their resumes and showcase their personality and fit for the company culture. 
      That said, there may be better options for recruiters who prefer live or face-to-face interviews.
      Pros: 

      Integration with other platforms such as Indeed, Workable, and Zapier. 
      It offers a free plan with ten candidates per month and affordable pricing plans for different needs and sizes of businesses. 
      The dashboard has smart shortlisting options, allowing you to filter, sort, and rank candidates by various criteria. It’s also easy to use, intuitive and customizable with your branding and intro video. 

      Cons: 

      It may not capture the full range of candidates’ skills and abilities, especially for technical or creative roles that require more than verbal communication or problem-solving.
      Limited customization options for branding and user experience. This can be a drawback for companies looking to create a more personalized candidate experience.
      Limited reporting and analytics capabilities can make it difficult for recruiters to track their recruitment campaigns’ success and identify improvement areas.

      Pricing: 
      myInterview offers annual billing options and the pricing depends on the number of candidates per month. The pricing plans are:

      Starter – Free forever with ten candidates per month and one active job.
      Individual – $99/month with unlimited candidates per month and two active jobs.

      Professional – Custom plans with custom candidates per month and custom active jobs.
      2. Willo

      Willo is another asynchronous video interview platform that allows candidates to record their interview answers at a convenient time rather than having to schedule a live video interview. This makes the process more flexible and convenient for both candidates and hiring managers.
      You can add different question types, including video, audio, text-based, and file uploads. You can also assign a specific number of retakes and answer length.
      Another unique feature of Willo is its ability to integrate with other HR tools, such as applicant tracking systems (ATS) and job boards. This allows hiring teams to streamline their recruitment process and manage everything from one place.
      Additionally, recruiters can evaluate and manage candidates in a Kanban-like dashboard and get an overview of their complete hiring process. 
      However, Willo may not be the best fit for companies that require live video interviews or need to assess candidates’ soft skills in real-time. In addition, some candidates may feel uncomfortable with the idea of recording themselves on video, which could limit the pool of potential candidates.
      Some of the key workflows of Willo are:

      Creating an interview: You can create an interview by choosing a title, adding a description, selecting questions from a bank, or creating your own. You can also set the time limit and number of retakes for each question and customize the branding and appearance of the interview.
      Sending an interview: Send an interview link to candidates via email or SMS or embed it on your website or job board. You can also integrate Willo with your ATS platform to automate the sending process.
      Reviewing an interview: Willo lets you watch video responses of candidates whenever you want, rate them on a scale of 1 to 5, and leave feedback notes. You can also filter and sort candidates by rating, status, or date.

      Pros: 

      Willo integrates with over 5,000 enterprise apps and popular ATS platforms.
      It saves time and resources by automating the screening process and allowing candidates to record their answers at their own convenience.
      It provides a great candidate experience and a fair opportunity for everyone to showcase their skills and personality.

      Cons: 

      Willo lacks some features like live video interviews, questionnaires for specific roles, etc., and some of its counterparts have. 
      It may not be suitable for some roles or industries requiring more interaction or assessment.
      Doesn’t have enough customization options for branding, design, or questions. 

      Pricing: 
      Willo offers three pricing plans. Here are the details:

      Starter plan ($75 per month): For up to 50 interviews per month with additional features such as custom branding, advanced analytics, and priority support.
      Growth plan ($300 per month): For up to 250 interviews per month with additional features such as team collaboration, custom domains, and GDPR compliance.
      Scale plan ($850 per month): For up to 1,000 interviews per month with additional features such as a dedicated account manager, API access, and enterprise integrations.

      Willo also offers discounts for non-profits and early-stage startups. You can apply for them on their website.
      3. VidCruiter
      VidCruiter is another video interview platform on this list. However, VidCruiter stands out among many of its contemporaries for its ability to provide both live and pre-recorded video interviews.
      In addition to interviewing candidates, recruiters using VidCruiter gain access to HR-based features, such as structured questions and rating guides, to assist them in their evaluations.
      VidCruiter also offers an SHRM-approved interview guide builder that aids in implementing structured interviews, reducing hiring bias. Additionally, the platform provides a dedicated account manager for each client and offers 24/7 support.
      Some of VidCruiter’s key features include: 

      Pre-screening: Recruiters can filter candidates based on their skills, qualifications, and personality using pre-recorded video interviews or online assessments. 
      Interview Scheduling: VidCruiter helps automate the scheduling process using an online calendar system that syncs with your email and ATS. 
      References: VidCruiter’s automated references system allows recruiters to collect references from candidates by sending out requests and reminders via email or SMS.

      VidCruiter is ideal for organizations and recruiters who want to streamline their hiring process, save time, and reduce costs. It’s especially beneficial for organizations that hire remotely or internationally since it eliminates scheduling conflicts and timezone barriers. 
      However, it may not be suitable for recruiters who prefer traditional face-to-face interviews or those with limited internet access.
      Pros: 

      It offers pre-recorded and live video interviews and other features such as skills testing, automated reference checking, digital signatures, etc.
      It allows you to customize your workflow, branding, questions, rating scales, etc., to suit your specific needs and preferences.
      It integrates with other platforms and tools such as ATS, CRM, calendars, etc.

      Cons:  

      They’re not upfront when it comes to their pricing and billing options. You’ll have to contact their sales team for a custom quote. 
      While VidCruiter offers a wide range of features, some users reported that the platform could be complex and difficult to navigate. This can make it challenging for new users to get started quickly.

      4. HireVue
      Initially founded in 2004, HireVue is a video interviewing platform allowing recruiters to conduct live and on-demand interviews. Some of its standout features include over 1,000 job-specific interview guides, real-time evaluation tools, automated candidate routing, and enterprise security. 
      Another distinctive feature is its built-in tools for evaluating coding proficiency and critical soft skills. HireVue’s technical assessment software employs video, AI, and coding challenges validated by a team of organizational psychologists to help you evaluate technical talent.

      Other key features include: 

      Game Assessment: HireVue offers game-based assessments backed by neuroscience and data science that help you select the most suitable candidates. The games measure cognitive abilities, emotional intelligence, and personality traits relevant to the role.
      AI Technology: HireVue uses AI technology to analyze candidates’ video interviews and game assessments and provide insights and recommendations on their skills, fit, and potential. Recruiters can also customize the AI to meet their specific needs.
      Text Recruiting: Recruiters can communicate with candidates via text messages or WhatsApp and engage them with conversational AI. They can also use text recruiting to invite candidates to interviews or assessments, send reminders and confirmations, answer questions, and provide feedback.
      Virtual Hiring Events: HireVue allows recruiters to host virtual hiring events to attract, screen, and hire candidates in one day. Recruiters can use HireVue’s platform to create branded landing pages, promote the event, schedule interviews, and track metrics.

      Pros: 

      It provides customizable rating guides to evaluate candidates based on specific job requirements and company culture.
      With the ability to pre-record and review interviews, HireVue helps you save time in the hiring process and quickly move through a large pool of candidates.
      HireVue’s structured interview feature allows you to create consistent questions for all candidates, ensuring fairness.

      Cons: 

      HireVue’s pricing is higher than other video interview platforms, which may make it less accessible for small businesses or organizations with limited budgets.
      Some users have reported that HireVue’s pre-built templates can be limiting and lack customization options.
      Like any software, HireVue isn’t immune to technical glitches and bugs. Some online reviews talk about experiencing video and audio quality issues.

      Pricing: 
      HireVue offers two pricing plans, including: 

      Corporate Pricing (Starts at $35,000): For companies with 2500-5000 employees. 
      Enterprise (Custom plans): For companies with over 5000 employees. 

      5. Spark Hire
      Spark Hire is a video interviewing platform that lets you accept one-way interviews, open one-way interviews, and live interviews. The one-way video interview is one of its standout features, which allows candidates to record video answers to interview questions at their convenience.
      It also allows recruiters and hiring managers to screen candidates more efficiently, connect with them remotely, and foster collaboration with team members.
      Spark Hire also has several unique features that differentiate it from other video interview platforms. 
      Additionally, recruiters can create personalized and branded videos using the video messaging feature to engage candidates at any stage of the hiring process. 
      Then you have the interview evaluation feature that allows recruiters to evaluate candidates by rating, commenting, tagging, and rejecting them. This feature speeds up the recruitment process and ensures recruiters can make informed decisions.
      Some of Spark Hire’s key features include: 

      One-way Video Interview: This feature allows candidates to self-record video answers to interview questions on their own time. Recruiters can create text or video-based questions, limit think time, control the number of allotted takes, and restrict max answer length.
      Interview Evaluation: This feature allows recruiters to rate, comment, tag, and reject candidates easily. Recruiters can document rejection reasons, send rejection emails, and organize their shortlists.
      Question Library: This feature allows recruiters to access a library of pre-made interview questions that cover various topics such as behavioral, technical, situational, etc. Recruiters can also create their custom questions and save them for future use.

      Pros: 

      Extensive integrations with various applicant tracking systems (ATS) and other recruitment tools.
      The interview evaluation feature simplifies the candidate evaluation process and allows for easy collaboration. 
      The video messaging feature allows for personalized and branded communication with candidates.

      Cons: 

      Limited language support compared to other platforms – a downside for organizations with diverse candidate pools.
      Some users have reported occasional technical glitches or issues with customer support.

      Pricing: 
      Spark Hire offers four pricing plans: 

      Lite ($149/month or $119/month annually): 1 job, 3 users, unlimited interviews, branding, video questions, evaluation tools, scheduling, video messages, integrations, and support.
      Pro ($299/month or $239/month annually): 5 jobs, 5 users, everything in the Lite plan + advanced sharing, analytics, bulk invite, SMS text invitations. Advanced questionnaire add-on.
      Growth ($499/month or $399/month annually): 10 jobs, custom users, everything in the Pro plan + Advanced questionnaire and single sign-on add-ons.
      Enterprise (Contact Spark Hire for pricing): Unlimited jobs. Everything in the Growth plan + SMS text invitations. Multiple add-ons for security and contracts.

      6. Harver
      Harver is a video interviewing solution that helps recruiters screen candidates using asynchronous video interviews. This means that candidates can self-record video answers to pre-defined questions on their own time, and recruiters can review and evaluate them whenever they want.
      Harver also stands out with its ability to incorporate promotional and team videos in your hiring process. Plus, Harver’s collaborative interview scoring feature lets you bring multiple evaluators on board to rate and comment on candidate responses using a consistent rating scale. This feature streamlines the evaluation process, ensuring recruiters can make informed hiring decisions.
      They also provide a team of IO psychologists to identify the ideal candidate profile and optimize the customized matching framework using performance feedback loops. This also helps minimize bias in the hiring process.
      Pros: 

      Harver allows you to incorporate promotional and team videos that showcase your company’s brand and culture, creating a more engaging and memorable candidate experience.
      Harver’s interview scoring feature allows multiple evaluators to rate and comment on candidate responses using a consistent rating scale, making it easier to assess candidates and make data-driven hiring decisions.

      Cons: 

      It may be unsuitable for organizations that prefer live or synchronous video interviews.
      Like most other virtual interviewing platforms, Harver also provides a standardized experience, which may not be suitable for companies with more specific needs or preferences.

      Benefits of Using Video Interview Platforms 
      There are many benefits to using video interview platforms for hiring. Here are some of them:
      Time and Cost Savings: 
      One of the biggest advantages of using video interview platforms is the ability to save time and money. Recruiters can conduct video interviews with candidates from anywhere worldwide, eliminating the need for travel and in-person meetings. This can save companies thousands of dollars in travel and accommodation expenses. 
      Improved Candidate Experience: 
      Video interview platforms offer a more flexible and convenient experience for candidates who can complete interviews from their homes. This can lead to higher levels of candidate engagement and satisfaction. 
      For example, Unilever managed to hire half of the candidates it screened using a video interview platform for the hiring process.
      Better Hiring Decisions: 
      Video interview platforms provide a complete overview of each candidate. And when recruiters have a complete picture of the candidate, they naturally make better hiring decisions. 
      Plus, features like video messaging and collaborative interview scoring can help recruiters evaluate candidates more accurately.
      Increased Diversity and Inclusion: 
      Video interview platforms can also help companies increase diversity and inclusion in their hiring processes. By enabling candidates to complete interviews remotely, companies can reduce barriers to entry for underrepresented groups. 
      Additionally, features like structured interview questions and blind reviews can help reduce unconscious bias in the hiring process.  
      Evaluate body language:
      Video interviews also allow recruiters to evaluate body language and nonverbal cues, such as eye contact, hand gestures, and overall confidence level while answering questions. 
      This is especially helpful if hiring for a customer service or sales position. In that case, you can evaluate how candidates interact with others, express themselves, and handle difficult situations.
      Key Features That Your Video Interview Platform Should Have 
      Here are some key features that your video interview platform should have:

      One-way and two-way video interviews: The best video interview platforms let you set up one-way interviews where candidates answer pre-written questions that you can review later. At the same time, they should let you conduct live or two-way interviews where you can chat with candidates in real time.
      Collaboration features: Collaboration features, like the ability to share feedback and ratings on candidates, can help streamline the hiring process. For example, Harver’s collaborative interview scoring feature allows multiple evaluators to rate and comment on candidate responses.
      Video Quality: It’s no good to have a great interview platform if the quality is poor. The video should be clear and crisp, allowing both parties to see each other clearly and understand what is being said. It should also be recorded in high definition so that there won’t be any playback issues later on down the line.
      Integration with your existing Applicant Tracking Systems (ATS): Integration with your ATS can help you easily transfer candidate data and streamline your hiring workflow.
      AI-powered interview analysis: Artificial intelligence (AI) can help you quickly and accurately analyze candidate responses and identify top candidates. For example, many tools use AI to analyze the facial expressions, tone of voice, and word choice of candidates during the interview.

      Questions to Ask Vendors on Demos 
      With so many options, how do you know which one is right for you? Here are some questions to ask vendors on demos related to video interviewing platforms:

      Can you walk me through the process of setting up and conducting a video interview on your platform?
      How do you ensure the security and privacy of candidate data during the interview process?
      Does your platform support both live and pre-recorded video interviews? If so, how do they differ?
      What level of customization is possible on your platform, such as branding, interview question templates, and evaluation criteria? Can we customize the platform with our company logo, colors, and branding to provide a consistent candidate experience?
      How does your platform address potential bias in the interview process, and what tools or features are available to promote diversity and inclusion? For example, does the platform provide structured interview questions and evaluation criteria to help standardize the interview process?
      Talking of diversity, does your platform handle accessibility for candidates with disabilities? For instance, does the platform support closed captioning or sign language interpretation for hearing-impaired candidates?
      What kind of support and training do you provide to users of your platform, and is there an additional cost for these services? Are there tutorials or online training materials available?
      How does your platform measure the effectiveness of the video interview process, and what kind of analytics and reporting are available?
      What is your platform’s video recording and storage capacity? Can the platform support HD video, and how long are the videos stored?
      Can you provide references or case studies of organizations in our industry or of similar size who have successfully used your platform?
      How does your pricing model work, and what factors determine the cost for our organization?
      Can your platform integrate with our existing applicant tracking system (ATS) or other HR tools?

      Common FAQs
      What is a video interview platform?
      A video interview platform is a tool that allows companies to conduct interviews with candidates in a remote setting. It provides an easy-to-use interface for both the interviewer and the candidate and stores all information gathered during the interview process.
      How does it work?
      Candidates sign up for an account, which allows them to record their videos through their mobile devices or computers. They upload those video recordings to the platform, where recruiters can access and review them to screen them immediately or schedule them to be viewed at another time.
      What are the benefits of using a video interview platform?
      Using a video interview platform can save time and money, eliminate geographical barriers, and help reduce bias in the hiring process. It also provides more flexibility for both the interviewer and the candidate, as interviews can be conducted from anywhere with an internet connection.
      What are the different types of video interview platforms?
      There are generally two types of video interview platforms – one that allows live interviews and the other with pre-recorded (asynchronous) interviews. Recruiters can conduct live interviews in real time, while pre-recorded interviews allow candidates to record their answers to pre-set questions at their convenience. However, some tools offer both types of interviews under a single umbrella. 
      How do I choose the right video interview platform for my organization?
      When choosing a video interview platform, consider factors like ease of use, pricing, customer support, features, and integrations with other tools. It’s also important to assess your organization’s specific needs and goals and choose a platform that aligns with them.
      How does the platform ensure fairness and minimize bias in the hiring process?
      Video interview platforms should have features that support structured interviews, such as standardized questions and rating scales. Additionally, some platforms use artificial intelligence (AI) to analyze candidate responses and weed out biased hiring. 
      Pitfalls to Avoid When Buying Video Interview Software
      When searching for video interview software, there are a couple of pitfalls to avoid. Here are some of the most common ones: 

      Thinking it’s only about the technology: Video interviewing should be about more than just the technology itself. You want to be sure it’s easy for both candidates and hiring managers alike to use and feels natural with minimal training. If this isn’t possible, perhaps another screening method would be more suitable for you.
      Not testing the software before purchase: It’s essential to test the software before making a purchase. This includes taking advantage of free trials or demos offered by the vendor. This will allow you to better understand the software’s user interface, features, and capabilities.
      Overlooking integration capabilities: If you already use other HR software in your organization, it’s important to ensure the video interview software can integrate with these existing systems. Overlooking integration capabilities can result in time-consuming and expensive workarounds.
      Ignoring security and privacy features: Video interview software will likely contain sensitive candidate data, including video recordings and personal information. Therefore, ensuring the software has robust security and privacy features, including data encryption and secure storage, is important.
      Not considering scalability: As your organization grows, so will your hiring needs. It’s important to consider the scalability of the software to ensure it can handle increased usage and meet future hiring demands.

      Time to Hit Record and Find the Best Candidates!
      Online video interview platforms are essential for modern recruiting and hiring processes. They allow companies to conduct virtual interviews and save time and resources while increasing candidate engagement and the accuracy of evaluations. 
      We explored the top 6 video interview platforms in 2023, each with unique features and functionalities catering to different hiring needs. Spark Hire’s one-way video interview feature allows for asynchronous candidate responses, while HireVue’s AI-powered assessments provide technical talent evaluations. VidCruiter streamlines international and remote hiring processes, while Harver’s candidate experience and team evaluation tools ensure a comprehensive assessment. 
      When choosing a video interview platform, it’s essential to consider key features like collaboration tools, customization options, and candidate experience. With the right tool and approach, these platforms can revolutionize your recruitment process and help you find the right candidate for the job.

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      in Employer

      8 Ways Talent Professionals Can Drive Business Impact Despite a Hiring Freeze

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      Pausing hiring efforts may be necessary for a variety of reasons but talent professionals can still drive business impact. Whether due to missed projections, shifts in funding or shareholder priorities, or even a global pandemic, a hiring freeze sometimes means cuts to recruiting and TA teams.

      This doesn’t have to be the case. This hiring freeze may be a golden opportunity for TA and recruiting teams to pivot to other projects, assist other internal teams, or focus on new initiatives.

      Related: How to Improve Job Security During an Economic Downturn: Career Advice for Recruiters

      There are ways to use this time to start strategic projects that positively impact business with your insight and skill set, even when you are not hiring. Here are the top 8 things you can do to drive business impact and set yourself up for success after a hiring freeze is lifted.

      1. Keep your existing pipeline warm

      If a hiring freeze was unexpected, you might have candidates in your interviewing pipeline you need to notify. Sharing your hiring status (and the status of their application and candidacy) will require a balance of transparency and empathy. Let candidates in your pipeline know a hiring freeze is taking place. Offer a tentative timeline of when your team foresees hiring to pick up again. Assure them that you or your team will follow up with updates. Those are the best ways to retain your candidate pipeline while keeping the conversation and their interest warm.

      2. Engage internal employees

      During a hiring freeze, recruiters can work closely with the People Team to engage internal employees. Turnover is an aspect of people management that HR teams work to estimate, prevent, or lower. HR partners with talent acquisition teams to incorporate turnover into recruiting goals. Despite a hiring pause, turnover typically continues as expected or might even increase depending on the state of the business and company morale.

      By partnering with the larger People Ops Team, recruiting can support at-risk employees the team identifies and engage different populations to help retain and re-spark their passion for the company. In addition, working closely with company executives to be transparent about business strategy moving forward is especially crucial during this time as a means of supporting your team.

      3. Get involved with other business initiatives

      Lend your time and expertise to more teams and get creative with how to advocate for the company in new ways. Need some inspo?

      Hired’s Senior Internal Recruiter, Jules Grondin, pivoted to immerse herself in launching new initiatives. To support fellow recruiters and individuals in Talent Acquisition, Jules helped establish Hired’s Tech Recruitment Collective. Recognizing that Talent Acquisition is at the heart of building great teams, the collective connects these professionals with Hired’s extensive network of companies actively hiring TA talent.

      Another recent initiative is Hired’s Candidate Credit Program. To address a candidate supply and demand imbalance, Hired offered companies the opportunity to refer candidates in their ATS to Hired in exchange for credits to use on future Hired services and solutions.

      Brainstorm new ways to involve yourself in other aspects of the business. Reach out to other teams or colleagues to collaborate!

      4. Focus on employer branding

      A hiring freeze might create a negative perception of how the business is doing. To remain proactive, consider refreshing your employer brand strategy as a lever toward getting ahead of any negative misconceptions and attracting top talent when you open roles and resume interviewing. A company’s brand can be aspirational. Positioning your employer brand through thought leadership, company initiatives, and values helps build a relatable narrative that your company should be known for.

      Despite a hiring freeze, don’t hit the brakes on sharing your company’s forward momentum. For distributed teams, a great example would be to amplify ways your team creatively adapted to remote work, approached collaboration, and remained diligent about fostering company culture to maintain a healthy work-life balance.  

      Also, consider encouraging happy and engaged employees on your team to become promoters of the business. This supports a spirit of pride, ownership, and advocacy for the great work your company is doing! Aligning your employees with company and employer branding can turn your team into brand ambassadors to their network. This offers interested candidates a view of your company that goes beyond corporate branding and marketing but a more personal look into the employee experience from a peer.

      5. Optimize recruiting process

      Taking a step back from the ins and outs of your recruiting process will help you see areas to revise and make more efficient. Recruiting teams can take the time to evaluate many areas of their process from application to offer acceptance. This goes not just for efficiency but to assure the process promotes an excellent candidate experience. For instance, going through the application for an open role from a candidate’s perspective could flag hurdles in the process that candidates would experience. This includes complications with your ATS, resume upload issues, or LinkedIn profile integration errors.

      Beyond this, there are various areas of the recruiting process that teams can evaluate, including:

      Streamlining processes in your ATS to increase data cleanliness

      Evaluating your application to improve completion rates

      Updating the careers page and job descriptions to align with talent branding

      Evaluating the recruiting funnel for biases and exclusive language

      Diving into recruiting metrics, including outreach to lead conversion rates, rejection reasons, time to offer, time to hire, etc.

      Evaluating recruiting or sourcing tools

      Related: How to Secure Approval for New Tech Tools (Free Template)

      6. Invest in training hiring team members

      Having downtime from sourcing and interviewing offers the opportunity to evaluate your process and train your interviewers. For recruiting and talent acquisition team members, training or taking certification courses can advance the team’s recruiting strategy and overall professional development. In addition, training hiring managers (and other team members who participate in interviews) around efficiencies your team has made in your recruiting process aligns everyone to best represent the company when conducting interviews.

      7. Ensure your recruiting process is inclusive 

      Now more than ever, companies are being examined for their commitment to diversity, equity, and inclusion beyond public statements and surface-level efforts. The public and their workforce evaluate them based on their executive leadership team and how they conduct business day-to-day. As it relates to hiring, take the time to ensure your recruiting process is inclusive to all candidates who may apply and interview in the future. Consider everything from the verbiage in job descriptions to the logistics of how to best conduct an interview.

      This is also a great opportunity for teams to undergo unconscious bias training. This ensures recruiters and interviewers accurately represent company values during interviews and champion an inclusive hiring process.

      Related: Diversity features on Hired

      Unconscious biases may present themselves at any point, even with something as simple as seeing the full name of a candidate on their resume. For example, a person’s name can implicate their sex, ethnicity, and fluency and literacy in English. This can lead to a member of the interviewing team building stereotypes around the candidate without having met or spoken with them. Evaluate your recruitment and interview processes from beginning to end with potential biases in mind. It can help eliminate additional and unnecessary barriers to entry for qualified talent.

      8. Develop a recruiting plan

      As your team anticipates when a hiring freeze could lift, having a recruiting plan will ensure the team is ready to begin sourcing and interviewing again. Connect with your hiring managers to identify and prioritize roles that are an immediate need post-freeze. As the time gets closer, preliminary sourcing and pipelining quality candidates is a proactive way to get a preview into the active candidate market for these high-priority positions.

      In addition, you can begin to review organic applicants and put your feelers out to your existing pipeline to reignite that interest. Lastly, consider working closely with leadership. Establish a tentative timeline so the team can effectively plan their work and OKRs for the coming months. 

      Regardless of the hiring pace, skilled talent professionals drive impact throughout the organization

      Hiring freezes illicit thoughts of uncertainty for many people within a company and for those who are applying. Despite that, a freeze in hiring doesn’t mean that business strategy and talent teams are on a freeze too. Recruiting and talent acquisition teams offer value to the business beyond sourcing and interviewing. When times call for their main priorities to pause, it offers an opportunity to grow together and invest in team members. Talent professionals are incredible partners to drive impact while building a strong company. More

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      in Talent Acquisition

      How Recruiters Can Attract Top Talent from Different Generations

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      In today’s ever-changing job market, recruiters need to focus on innovation and adaptability when it comes to their recruitment strategies. They must keep up with the shifting demands of different generations of candidates and create an attractive work environment that appeals to them. This was the finding of Monster’s recent research.
      Generational similarities and differences in attitudes to work
      The report reveals that the traditional 9-5 working day is dead, and the demands and expectations of each generation have transformed in the past few years. However, despite this, there are similarities between the generations in terms of work satisfaction, with workers of all ages agreeing that the COVID-19 pandemic has led to a new normal in the workplace including a desire for greater freedom and flexibility.
      Companies are responding by offering more flexibility and focusing on benefits, including aligning with company values and offering meaningful roles. For example, 42% of Generation Z employees say they are allowed to  operate flexibly or remotely.  In addition, while the factors that motivate work choices differ among generations, there was a consensus among all generations that working for organisations that align with their values, and in roles that have meaning, scored highly.
      However, there are crucial differences between the generations that recruiters must take into account. Baby Boomers are almost twice as concerned with compensation and benefits as Generation Z, who focus more on a company’s values, including diversity and inclusion.  Furthermore, Gen Z is the first generation to come of age in a fully digital world.  This generation has access to more information about companies and their values than ever before. This could have significant implications for companies looking to secure top talent in the coming years. Employers may need to re-evaluate their values and messaging to reflect this shift in priorities when it comes to choosing an employer in order to appeal to the growing Gen Z workforce
      Millennials also rate good compensation and benefits highly – 41% compared to Generation Z on 26%. Generation Z candidates, on the other hand, focus more on company values. 59% of Generation Z recruiters anticipate that candidates will increasingly expect to learn about a company’s diversity and inclusion efforts and social impact.
      Workplaces are, like wider society, becoming more diverse.  Recruiters must embrace new ways of working, adopt new technologies, and understand what is important to each generation. They need to alter the assessment criteria and adapt their recruitment techniques to the modern candidate by embracing generational diversity, evolving needs, and the desire for flexible working.
      Using technology to recruit – a generational perspective
      The report also highlights the importance of technology in recruiting, with younger generations embracing digital recruiting more than any other. However, recruiters must recognize that not every candidate will be comfortable with virtual interviews and should use a range of recruitment methods that best suit each generation. For instance, recruiters targeting Generation Z should provide real examples to back up their statements, while organizations targeting Millennials should use social media and text messaging to describe packages, perks, and benefits.
      While all generations still ranked an ‘in-person’ interview as a more important factor than a virtual interview the gap between them was much narrower for younger recruiters. Our research found that Generation Z recruiters are almost twice as positive about digital recruiting as any other generation. Online search tools and applicant tracking software are more effective than social media at identifying candidates than social media. They’re also twice as likely to use text messages and WhatsApp to communicate with candidates. Technology can break down barriers, but for Boomers and also for some Millennials, it can construct them. Not every candidate will be as comfortable in a video interview.
      61% of Generation Z recruiters claim that virtual recruiting is better than hiring in person, while 26% of Millennial recruiters, 13% of Generation X recruiters and only 6% of Baby Boomers said the same.  All generations ranked in-person interviews better than virtual, with 67% of Generation Z, 56% of Millennials, 66% of Generation X and 74% of Baby Boomers claiming this.
      Top tips for recruiters: best recruitment methods for different generations
      To successfully attract candidates from diverse generations, recruiters should adapt their recruitment techniques accordingly.

      Recruiters targeting Generation Z candidates should provide real examples to back up their statements, as this generation tends to be sceptical about promises. Authenticity is key. Recruiters should also highlight a company’s corporate values.
      For Millennials, organisations should use social media, text messaging, and WhatsApp to stay in touch and describe packages, perks, and benefits.
      When recruiting Boomers, recruiters should highlight the stability and security of roles, while Generation X recruiters should emphasise benefits, perks, and salary, and use word-of-mouth, networking, and tried-and-trusted methods to engage with candidates.

      To attract top talent from diverse generations, recruiters must adapt their recruitment techniques accordingly. They must understand what is important to each generation, alter their assessment criteria, and embrace generational diversity and evolving needs, including the desire for flexible working. Successful recruitment for any generation means balancing effective existing strategies with new approaches to attract interest from all groups for every role. Companies that can do this will have a better chance of securing the top talent they need in order to thrive in the future.
      By Rod McMillan, Marketing Manager, Monster UK.
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      in Talent Acquisition

      The 3 Best Recruiting Chatbots in 2023

      by

      In 2023, the use of machine learning and AI-powered bots is skyrocketing, and the competition to offer the best HR chatbots is fierce. With chatbots helping you save time and money by handling up to 80% of standard questions from candidates within minutes, it’s clear that the need for innovative recruitment solutions has never been greater.
      Many of these online assessment tools and HR chatbots, like Paradox and Humanly, provide an efficient and cost-effective way for organizations to streamline their recruitment process while improving employee engagement and satisfaction. They also help you gauge a candidate’s competencies, identify the best talent and see if they’re the right cultural fit for your company.
      In this article, we’ll delve into the top 3 best recruiting chatbots in 2023 to help you shortlist and hire the right candidates.
      The 3 Best HR Chatbot Tools
      Here are the three best HR chatbot software tools in 2023:
      1. Paradox
      Paradox is a conversational AI chatbot that helps recruiters and hiring managers to automate tasks and engage candidates through text messages. Paradox’s built-in chatbot, Olivia, can screen candidates, schedule interviews, answer questions, collect feedback, and more.
      They claim that Olivia can save recruiters millions of hours of manual work annually, cut time-to-hire in half, increase applicant conversion by 5x and improve candidate experience.
      Olivia is also marketed as a “24/7 recruiter you hire.” And it’s true enough. 
      Paradox uses natural language processing to create conversations that feel natural and human-like. Thanks to their use of NLP, Olivia functions in a manner similar to that of a human recruiter. For example, it can qualify candidates based on their resume or job application and match them to the best-fit roles.
      (Source)
      Another key feature that makes Olivia stand out is its ability to communicate with candidates 24/7, on any device, in 100+ languages. 
      Other key features of Paradox include: 

      Interview scheduling: Olivia can coordinate with candidates and hiring managers to find the best time slot for interviews and send reminders and confirmations.
      Candidate communication: Olivia can answer common candidate queries about the job role, company culture, company policies, benefits, etc., or direct them to relevant resources. 
      Candidate feedback: Olivia collects feedback from candidates after each stage of the hiring process and measures their satisfaction and sentiment. 

      All in all, Paradox is most suitable for organizations that want to streamline their recruiting process and reduce manual work. If you also want to improve your candidate experience and hire faster and more efficiently, then also Paradox is your friend. 
      That said, it might be overkill for organizations with a low hiring volume or a simple hiring process. Organizations that prefer other communication channels like email or phone calls may also find it unsuitable. 
      Pros:

      Olivia saves a tremendous amount of time and reduces manual work. It can handle repetitive and tedious tasks such as screening candidates, scheduling interviews, sending reminders, etc., that would otherwise take hours of human effort.
      It integrates with leading applications, such as Workday, SAP SuccessFactors, Oracle Taleo, Indeed, etc. 
      It supports multiple languages and can communicate with candidates across 47 countries.

      Cons:

      Paradox may not be able to replace the human touch or rapport that recruiters can build with candidates through personal interactions. For example, if a candidate prefers to talk to a real person or if a recruiter wants to assess the candidate’s personality, fit, or motivation more deeply, Olivia may not be able to convey the same level of empathy, trust, or engagement.
      Paradox only provides some basic metrics and does not integrate with other analytics tools or platforms. This could limit the ability of organizations to make data-driven decisions and optimize their hiring processes.
      As with any chatbot software, Paradox requires a stable internet connection to function effectively.

      2. Humanly.io
      Humanly.io is a conversational hiring platform that uses AI to automate and optimize recruiting processes for high-volume hiring and retention. 
      What sets it apart is its ability to utilize multiple channels, including chat, SMS, social media, and QR codes, to connect with potential candidates where they are. 
      The tool also eliminates biased factors from conversations and offers valuable insights during interviews to promote fair hiring decisions. Additionally, it offers HR chatbots for different types of hiring, such as hourly, professional, and early career. 
      The chatbot also syncs with your calendar and availability preferences and offers candidates convenient time slots to book interviews.
      Some of the key workflows that Humanly.io supports are:

      Screening: Humanly engages with candidates who apply through various sources and asks them relevant questions based on the job requirements. They have role-specific conversation templates, allowing the chatbot to ask the right questions at the right time. 
      Reference checking: Humanly can help you contacts the candidate’s references via email or SMS and asks them standardized questions. The chatbot then compiles the feedback into a report for the hiring team.
      Re-engagement: The chatbot reaches out to past candidates still interested in working for the organization and invites them to apply for new or relevant opportunities. 
      Virtual interview assistant: Humanly.io helps recruiters conduct virtual interviews by providing AI-generated notes, follow-up emails, and interview insights. 

      All in all, Humanly.io is good for organizations that want to save time, improve candidate experience, and increase diversity in their talent pool. It’s especially useful for high-volume hiring scenarios where recruiters need to screen and schedule hundreds or thousands of candidates quickly and efficiently. 
      However, it may not be ideal for organizations with very complex or customized recruiting workflows that require human intervention or customization.
      Pros:

      It improves candidate experience and engagement by providing personalized and conversational interactions through multiple channels. 
      The chatbot also sends SMS-based reminders and confirmations to reduce no-shows.

      Cons:

      It may be overkill for a startup or a small organization. 
      Lack of robust reporting capabilities. 
      Humanly.io currently supports only the English language. This could be a problem for organizations that recruit globally or have a multilingual candidate pool. 

      3. MeBeBot

      MeBeBot is an AI intelligent assistant that automates answers to employee questions and communications for HR, IT, and Operations teams. It also provides push messaging, pulse surveys, and real-time data insights to improve employee experience and engagement. 
      MeBeBot also provides native integration into your company’s Slack channel or Microsoft Teams, allowing employees to interact with it seamlessly.MeBeBot Slack Interface
      It also has a crowdsourced global knowledge base of over 300 FAQs you can edit and customize to fit your business policies and processes. With its support for multiple languages and regions, MeBeBot is also a great fit for companies looking to hire a global workforce. 
      Some of MeBeBot’s key features include: 

      Employee FAQs: The chatbot answers common employee questions about HR, IT, payroll, benefits, facilities, operations, etc., using a curated knowledge base that the admins can customize.

      Push Messaging: It sends out notifications, company updates, and reminders to employees via Microsoft Teams or Slack channels based on group preferences.

      Pulse Surveys: You can use it to conduct quick feedback surveys on employee sentiment on key satisfaction questions via Microsoft Teams or Slack channels based on group preferences.

      Pros: 

      It keeps the “human” in HR tech by combining natural conversational technology with a database of common HR questions and answers curated by experts.
      It helps track employees’ engagement, sentiment and needs through push messaging and pulse surveys.
      It saves time, resources, and money by reducing the volume of help desk tickets, emails, and inquiries by 60-70%

      Cons: 

      Mainly aimed at companies that use Slack or Microsoft Teams.
      It may be unable to handle complex or uncommon questions requiring human intervention or judgment.
      You may need some help with some technical issues or glitches. 

      Benefits of Using HR Chatbots
      There are several benefits of using HR chatbots in the workplace. Here are some of them:
      Improved efficiency
      HR chatbots can handle repetitive and routine tasks, such as answering frequently asked questions and scheduling interviews, allowing recruiters and HR team members to focus on more complex and strategic tasks. 
      For example, Humanly.io can automate the screening process for job applicants, reducing the time and effort required by HR staff to review each application manually.
      24/7 availability
      It’s nearly impossible for a human recruiter to be available 24/7, giving another edge to HR chatbots. These AI-based recruiting bots assist employees and candidates at any time of the day, even outside of regular business hours. This naturally improves the overall experience for all parties involved.
      Increased accessibility
      Candidates and recruiters alike can access HR chatbots through multiple channels, including messaging apps and voice assistants. This makes it easier for all parties involved to interact with them using their preferred method of communication.
      Personalized recruiting experience
      You might have a preconceived notion about how a chatbot would converse in a crisp, robotic tone. However, these HR chatbots are smarter than that. 
      Most conversational recurring chatbots provide personalized responses based on the user’s profile and history, creating a more engaging and relevant experience for each individual. 
      For instance, Paradox’s bot Olivia, can provide tailored responses based on the job candidate’s profile and experience.
      Faster response times
      HR chatbots can respond immediately to inquiries, reducing the time and effort required for employees and candidates to get the required information. 
      For instance, a chatbot can quickly respond to a job candidate’s inquiry about the application process, reducing the candidate’s waiting time.
      Cost-effective
      HR chatbots can help reduce the workload of HR departments, resulting in cost savings for organizations in terms of time and resources.
      Overall, HR chatbots can help improve the efficiency, accessibility, and user experience of HR processes. This ultimately leads to greater productivity and job satisfaction for both candidates and HR professionals.
      Key Features That Your Recruiting Chatbot Should Have
      According to a study by Phenom People, career sites with chatbots convert 95% more job seekers into leads, and 40% more job seekers tend to complete the application. 
      Recruiting chatbots are becoming increasingly popular for automating the recruitment process and improving the candidate experience. 
      Here are some key features that your recruiting chatbot should have:

      Screening and skills assessment: Your HR chatbot shouldn’t just be a conversation platform. To offer full-fledged talent acquisition capabilities, it should have candidate assessment tools to identify candidates’ skills. It should also be capable of conducting preliminary screening and assessing candidates’ qualifications, skills, and experience. 

      24/7 interaction: According to statistics, a chatbot can automate up to 80% of top-of-funnel recruiting activities. Your HR chatbot should be able to do the same. It should also be able to engage with candidates anytime and provide instant and accurate answers to their frequently asked questions (FAQs) about the job opening, company, benefits, etc.

      Job Search and Application: Your recruiting chatbot should be able to assist candidates in searching for job openings and guiding them through the application process.

      Integration with Applicant Tracking System (ATS): The chatbot should be able to integrate with your ATS to provide a seamless recruitment experience for candidates and recruiters.

      Data insights and analytics: Recruiting suitable employees for your company requires in-depth data before you come to any conclusion. Naturally, the recruiting chatbot software you plan to use should provide real-time data on candidate usage patterns, question trends, sentiment analysis, etcetera. 

      These features can help you improve your recruiting process using a chatbot. However, depending on your specific goals and challenges, you may need more or fewer features than these. 
      Questions to Ask Vendors on Demos
      Here are some questions to ask vendors during demos when buying an HR recruiting chatbot:

      How can your chatbot help improve the candidate experience? For instance, ask whether their chatbot can provide candidates with quick and personalized responses to their questions and status updates on their applications. Most importantly, does it guide them through the recruitment process? 

      What types of recruitment tasks can the chatbot automate? Can it automate tasks like resume screening, interview scheduling, and answering FAQs? 

      How does the chatbot integrate with our existing recruitment process and technology stack? Ensure it integrates with your existing applicant tracking system (ATS), recruitment website, and other HR technology platforms. 

      What’s the level of customization for the chatbot to meet our specific business needs? Does it provide customization options for chatbot responses and conversation flows?

      What data and analytics can we expect to receive from the chatbot, and how can we use it to improve our recruitment process? Ask whether the chatbot can provide data on candidate engagement, recruitment metrics, and user feedback.

      What is the setup and deployment process for the chatbot?

      What training and customer support do you provide for our team to use and manage the chatbot effectively? Does it include ongoing technical support?

      How does the chatbot handle multi-lingual and global recruitment needs?

      How does the chatbot ensure data privacy and security for both the company and the candidates? Does it have data retention and deletion options to ensure that candidate data is handled appropriately?

      Can we integrate the chatbot with our existing applicant tracking system (ATS) or other HR technology platforms? 

      These questions should help you evaluate the capabilities and suitability of the chatbot for your specific recruitment needs.
      Common FAQs
      What is an HR chatbot?
      An HR chatbot is an artificial intelligence (AI) powered tool that can communicate with job candidates and employees through natural language processing (NLP). They also help with various HR-related tasks, including recruitment, onboarding, interview scheduling, screening, and employee support.
      What are the benefits of using an HR chatbot?
      HR Chatbots are great for eliminating the need to call HR, saving time, and reducing overhead. They also help improve candidate and employee experience, reduce human error, provide personalized assistance, and streamline HR processes.
      What kind of HR-related tasks can an HR chatbot assist with?
      An HR chatbot can assist with various HR-related tasks such as answering frequently asked questions, scheduling interviews, providing feedback on job applications, providing onboarding support, and assisting with employee inquiries.
      Can an HR chatbot replace human HR professionals?
      The answer is: It depends. A chatbot can answer questions and give advice, but it cannot make decisions on behalf of a human. 
      An example where this could become an issue is when an employee has a disability or other issues with their work performance. They may need individualized instruction to help them improve their performance. To do this successfully, human interactions are essential – both with the employee and between the employee and HR.
      What are the limitations of using an HR chatbot?
      While HR chatbots can imitate human-like conversation styles, it’s still incapable of overcoming issues like complex or nuanced inquiries, language barriers, and the potential for technical glitches or errors. It’s important to consider these limitations beforehand and provide appropriate user support to connect with new hires.
      Do HR chatbots conduct personality tests and evaluate soft skills?
      Yes, many HR chatbots can conduct personality tests and evaluate soft skills. These chatbots can use in-depth assessments to evaluate a candidate’s personality traits, communication skills, and problem-solving abilities.
      Pitfalls to Avoid When Buying HR Chatbot Software
      It’s clear that now is the time for HR professionals to start looking into how they can implement a chatbot in their organization. 
      However, there are several pitfalls to avoid when buying HR chatbot software. Here are some of them: 

      Failing to define your requirements: Before shopping for HR chatbot software, you need to define your requirements. This includes understanding what tasks you want the chatbot to perform, what type of data you want it to collect, and what kind of interactions you want it to have with users.

      Failure to consider language and cultural differences: You may want to use your HR chatbot software to hire employees from different parts of the world who speak different languages and have different cultural backgrounds. It’s important to ensure that the chatbot can understand and respond to users in different languages and in a culturally sensitive way. For example, a chatbot designed for an American audience may not work well for an Asian audience.

      Lack of training and support: No matter how user-friendly the tool is, implementing it requires training and support for both employees and HR staff. If the software company fails to provide adequate training and support, it may lead to poor adoption rates and low user satisfaction.

      Lack of scalability: Your HR chatbot should be able to scale with the organization’s growth and changing needs. Failure to choose a scalable chatbot can result in having to replace it with a more expensive solution in the future. 

      Not considering integration: Your HR chatbot software should be able to integrate with your existing HR systems, such as your HR management system (HRMS) or applicant tracking system (ATS). This will ensure the chatbot can access the necessary data and perform the required tasks.

      Disregarding data privacy regulations: HR chatbot software may collect and store sensitive employee data, such as performance evaluations and medical information. Considering this, it’s important to ensure that the tool complies with data privacy regulations like GDPR or CCPA. 

      Revolutionizing Recruitment!
      In conclusion, HR chatbots are becoming increasingly popular for their cognitive ability to streamline and automate recruitment processes. These chatbots have the potential to identify the best candidates for a given job, evaluate their job performance, and take care of talent assessments and the employee onboarding process.
      While numerous HR chatbots are available in the market, the best ones are customizable, scalable, and integrated with existing human resources systems. After all, it’s essential to find a chatbot that fits your organization’s specific needs, so you can maximize its potential and achieve your recruitment goals. 
      With the right AI-powered chatbot, your organization can stay ahead of the competition, attract top talent, and build a successful workforce for years to come.
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      in Employer

      Re-engineering Your 2023 Tech Hiring Strategy (Watch VIDEO on Demand)

      by

      If you are in the market to hire qualified software engineers, you need to modify your 2023 hiring strategy. But how exactly do your recruitment and hiring strategies need to evolve? Watch this on-demand webinar to hear experts discuss key findings and data from Hired’s 2023 State of Software Engineers report. They share advice for re-engineering your strategy and getting top tech positions filled quickly with skilled, high-value talent. 

      Moderated by Founder of Marketing by Maya, Maya Avitan, hear from:

      CTO, Hired, Dave Walters

      VP of Engineering, Greenhouse, Andy Lister

      CEO & Co-Founder, SheTO, Nidhi Gupta

      Read an excerpt of the conversation and access the full webinar video on demand. 

      Maya Avitan, Founder, Marketing by Maya

      Though Hired’s culture is remote-first, there are still major companies placing a heavy focus on bringing talent back into physical locations. However, based on the findings of the report there is a higher demand for remote work options from talent in all major cities including New York, the Bay Area, Los Angeles, and Washington, DC. 

      There is a disconnect between organizations that are searching for location-specific top tech talent that is seeking remote-first roles.

      What do you think about this disconnect and how are companies managing this demand from a hiring perspective?

      Dave Walters, CTO, Hired

      We are seeing a growing percentage of employers pushing for return to office, although the demand for remote engineering talent still remains very high. Remote roles command higher salaries than local roles especially in smaller markets. Enterprise companies are shifting fast in their demand for in-office employees, although a majority of the total positions do remain open to remote. 

      Meanwhile, we’ve continued to see the proportion of jobseekers only seeking remote roles versus in-person or hybrid grow. This shouldn’t be surprising as this demand for remote work started well before the pandemic and the pandemic only further fueled that in recent years. As a tech leader, I know the challenge we’ve all been facing in finding top talent with the right skill sets in past years. That challenge isn’t going to go away anytime soon. 

      Ultimately, despite the high-profile layoffs we’ve heard about in the news, unemployment for tech talent remains low. You have to cast a wider net in your search to be as competitive as possible and an opportune way to do that is by remaining flexible for remote talent around the country. 

      The bottom line is that remote work and flexibility continue to be some of the highest priorities for jobseekers. Promoting remote policies or benefits that allow for flexibility are going to be key strategies for attracting qualified, top tech talent.

      Watch the full collaborative panel discussion to discover: 

      More on how companies are managing the demand for remote-first work 

      Why talent leaders should take candidates from non-traditional educational backgrounds seriously

      The most in-demand software engineering skills are and how they’ve impacted the job market More

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      in Employer

      Why a Sustainable Talent Acquisition Strategy is Critical for Employers Now

      by

      In recent years, the labor market has been increasingly candidate driven and focused on skill-based hiring. But with rising inflation, HR and talent leaders are under pressure to reduce hiring costs while maintaining efficiency. 

      There’s no doubt it’s a complicated space to be in – candidates are demanding higher wages, re-hire costs are significant, and upskilling investments are inevitable. So, how can you survive the transition without losing touch with your candidates? By adopting a sustainable approach to talent acquisition. 

      While organizations are moving toward more sustainable talent strategies during the economic slowdown, they can often confuse talent acquisition with recruitment. This lack of knowledge can hamper your process and disrupt progress. 

      Related: Hired Releases 2023 State of Software Engineers Report

      Recruitment vs. Talent Acquisition 

      Talent acquisition (TA) is an ongoing process to identify suitable candidates aligned with the company’s values, mission, and business goals. It is an ever-evolving process with a focus on current market trends, workforce makeup, and recruitment predictions. 

      Developing and maintaining a talent acquisition strategy allows you to stay ahead of the competition, empower your bottom line, and acquire top talent. 

      While talent acquisition and recruitment are often used interchangeably, they are two distinct processes. Although both deal with talent, recruiting is the process of sourcing, assessing, and hiring candidates in the short term. Recruitment often happens when there are open positions in the organization. 

      So, it includes the process of attracting quality job applicants, analyzing their qualities and skills, and hiring them for vacant roles. The recruitment process is time-bound, pre-defined, and standard compared to talent acquisition. 

      On the other hand, talent acquisition is a more insightful process based on long-term business and talent goals. The purpose of a TA strategy is to seek candidates who are the right fit and have the potential to contribute meaningfully to the future of the organization. TA experts and specialists are more concerned with laying the appropriate groundwork to hire the best talent long-term.

      What is a “sustainable TA strategy”?

      Talent sustainability is defined as an organization’s ability to continuously attract, develop, and retain candidates with the skills and qualities required for current or future roles. In a swiftly changing labor market, organizational needs and goals also change respectively. A one-time recruitment plan would be inept at meeting the evolving demands of the company.

      A sustainable talent acquisition strategy also encourages you to maintain a balance between acquiring external and promoting internal talent. Lack of career advancement opportunities is one of the main reasons people quit their jobs. 

      Although hiring new talent is important, doing so at the cost of current employees is detrimental to organizational growth. Moreover, if you are delegating all resources and money towards recruitment, there’s none left to invest in your existing employees.

      Hence, a sustainable strategy is a win for all – companies can divide time and resources between current employees and new hiring with proper planning and implementation. 

      Getting started

      While recruiting is essential for gaining employees, it can become a time-intensive and expensive endeavor without a proper TA strategy. Amidst a dynamic labor market, many organizations are exploring talent acquisition avenues to prepare for hiring surges and talent management. 

      If you are one of those companies looking to foray into the TA field, ask yourself the following questions before jumping to strategy:

      What are your long-term vision and goals for your organization?

      What type of talent do you need to achieve the company’s vision and goals? 

      How can you integrate your organizational values into the talent acquisition process? 

      How do you create a program framework to support your talent acquisition strategy? 

      How will you assess the progress of your talent acquisition strategy? 

      Your answers will help you define and align your business goals to the talent strategy. 

      Why you need it

      Finding the right talent in the tech industry is a struggle for organizations worldwide. This year, a long-standing skills gap and a lack of professionals in the market have put things in perspective. 

      In simple terms, a talent acquisition strategy saves time and money, boosts productivity, and prepares you for the market’s dips and surges. Time-specific recruitment periods force you to hire and onboard candidates quickly. It’s an expensive affair, and can also cause disruptions in workflow and productivity.

      As some organizations prepare for the possibility of a recession, many are also reducing their hiring budgets and rolling back their hiring plans. However, not having a comprehensive long-term strategy will make organizations vulnerable when they do need to start hiring again. 

      Moving away from the mindset of recruiting being a one-and-done deal, and creating a more sustainable hiring framework is crucial.

      Sustainability is key

      Hiring new candidates is often time-consuming and costly, especially if done repeatedly. This is where sustainable talent acquisition comes in. 

      A solid talent acquisition strategy allows you to future-proof your organization by investing in nurturing, hiring, upskilling, and retaining highly qualified tech talent. 

      Amidst some new (and old) challenges, one thing remains constant – data-driven and long-term talent acquisition and management frameworks are here to stay. More

    • 100 Shares119 Views

      in Talent Acquisition

      The 5 Best Recruiting Software Tools in 2023

      by

      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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      Top 3 Strategies to Nurture Your Tech & Sales Candidate Pipeline

      by

      In the wake of the economic downturn and slow labor market, companies are focusing on talent engagement and outreach by developing talent pipelines and employer branding. According to Gem’s survey, anticipating the challenge of ‘uncompetitive offers,’ 71% of talent leaders plan to invest in employer brands. A strong brand can make up for a less competitive compensation or benefits package. 

      Engaging candidates in your talent pipeline must be strategic. Nurturing candidates in your talent pool is the litmus test of your overall talent acquisition strategy. Because candidates’ chances of dropping out are high at this stage, organizations must develop reliable methods to engage and nurture their candidates.

      How to engage and nurture your talent pipeline

      Remember the strategies should be relevant to the present market and the candidate’s wants and needs. While talking to candidates, take time to understand their expectations and needs, so you can incorporate those into your strategy. Also, talent acquisition is sometimes a long process, so identifying sustainable, adaptable, and efficient methods will go a long way. 

      1. Optimize your employer brand 

      It’s the candidate’s market, and how they perceive you impacts your overall employer brand and brand awareness profoundly. Despite that, there’s still a lot you can do to boost your employer brand. 

      Companies across the globe use employer branding to highlight their vision, values, company culture, and benefits. By highlighting in-demand policies and perks, companies place themselves as employers of choice, in turn attracting quality talent. It also helps convey authenticity and purpose, creating shared meaning and promoting employee engagement. So, how should you promote your employer brand?

      Tell a story 

      At the heart of great employer branding is the simplistic and authentic way of conveying your organizational story to your target audience. Keep it simple – with an influx of information from all channels, complicated messaging will leave your audience confused. Use your values as the north star to guide you in your storytelling journey. 

      Personalize your message

      Employer branding borrows its concepts from the world of marketing. Marketing campaigns use audience segmentation to personalize content and identify and segment target groups. Customize your messaging and content based on each group to deliver quality content that resonates. 

      Highlight your leaders 

      In organizations, change often trickles down from the top. For your messaging to be truly effective, it has to be owned and shared from the top. Having company leaders convey important messages is a great exercise in cultivating accountability and trust. 

      Related: 3 Ways You Should Use C-Suite to Recruit Tech Talent (+ Free Templates)

      Update your website

      The candidate experience begins at the first interaction, usually through your website. Emphasize creating a meaningful and easy-to-navigate website and careers page to tell the story about your organization. 

      Related: Learn what talent leaders have to say about strengthening the employer brand: 8 Ways to Hire Faster & Build a Better Employer Brand.

      2. Upgrade your tech stack

      It is impossible to imagine recruitment and talent acquisition without technology or data insights. With the emergence of recruiting tools, talent management platforms, and communication software, talent acquisition has become extremely data-driven.

      This is a welcome change, as the data-driven approach tackles bias, keeps the process objective, and predicts returns in advance. Simultaneously, tools like ATS, CRM, and more can automate administrative tasks, customize candidate communication, and provide real-time insights. 

      If you are planning your talent acquisition strategy, don’t forget to upgrade your tech stack. Here are some essential technologies you should include in your talent acquisition ecosystem. 

      AI-powered and Machine Learning tools 

      Artificial intelligence and machine learning are a powerful part of talent acquisition technology. Tools supported by AI and machine learning undertake a variety of functions including:

      Screening and shortlisting candidates

      Parsing through resumes

      Matching candidates to roles based on skills and keywords

      Removing identifying information to ensure fair screenings

      Evaluating candidate assessments

      Simulating conversations through chatbots

      Providing analytics, metrics, and trends about the recruiting process

      AI-powered tools perform manually cumbersome tasks like resume screenings and candidate assessments within a fraction of time, helping to reduce time-to-hire. 

      ATS or CRM tools

      An Applicant Tracking System allows you to monitor a candidate throughout the hiring process from a centralized application. It also provides information about candidate dropouts and problems in the hiring process. An ATS can perform additional tasks like resume screening or assessments, interviewing, scheduling, and shortlisting candidates.

      Candidate Relationship Management (CRM) tools allow you to navigate candidate relationships by automating personalization and scheduling content. 

      Candidate assessments 

      For tech candidates, technical skills assessments are central to the hiring process, but they are also time-consuming as engineers have to design, conduct, and evaluate them. With technical assessment tools, AI will create, distribute, and even score the evaluation as well as shortlist candidates to move them ahead in the pipeline. 

      You can also conduct screening measures to identify relevant candidates from within the pipeline. 

      3. Ramp up remote hiring 

      According to Hired, 93% of candidates indicated a preference for remote work. In another survey, Gartner found 52% of employees said flexible work policies will affect their decision to stay at their organizations in 2023.

      These trends point to the obvious: a digital hiring process is essential. The ability to publish jobs online, interview candidates remotely, and exchange digital documents safely will keep your organization and processes modernized. 

      When onboarding new talent, it is essential to provide a smooth experience. Ensuring you have the right technology to support employee onboarding should be a top priority when implementing a remote hiring process. 

      Related: How to Onboard Tech Engineers onto Your Team (Free 30/60/90 Template) 

      In addition, investing in technologies and programs to enable remote learning and training help to manage larger-scale remote teams. They’re also useful in aiding in the skill development process for your talent pipeline.

      Beyond hiring, your remote teams should be able to collaborate and work together regularly. You might consider teaming up with companies like Microsoft, Zoom, or Cisco to support video interviewing and remote teamwork. 

      Want to keep your talent pipeline engaged? 

      Overlooking your talent pipeline may lead to dropouts and a poor employer brand, while consistent engagement will improve hiring performance and help you meet your hiring goals. Highlight organizational values to tell your brand story, involve your leaders, and leverage social media to get your message out there. Lastly, updating your tech stack to promote efficiency and collaboration as well as focusing on remote hiring can help keep candidates engaged. 

      Hired’s range of features and services enables you to drive brand awareness and expand your talent pipeline. Get in touch with our team about hosting custom events to target relevant candidates. More