Have you ever wondered how hiring and dating are so similar? Think about when you are on a dating app and feel like the potential suitors’ qualities don’t match up with yours. This is how recruiters feel about candidates while screening them for open positions.
Evergreen recruitment tools can help to take the guesswork out of hiring the right talent by automating tasks, implementing applicant pooling, and utilizing AI-driven features to expedite hiring. Let’s learn about the 5 evergreen recruitment tools that can truly enhance technical and cultural candidate fit.
1. Applicant Tracking System (ATS)
The best of the best evergreen recruitment tools to simplify hiring is integrating an ATS into the company technologies. From posting jobs to tracking candidates’ progress through the application process, an ATS is the hallmark of managing hiring from start to finish.
Recruiters and hiring managers can seamlessly view the centralized dashboard to review resumes, send correspondence for candidates to self-schedule interviews, and communicate with applicants throughout the hiring process. Automating tasks like sending application submission confirmations, submitting follow-up emails, and the interview self-scheduling feature reduces the administrative burden on recruiters and HR department representatives to streamline hiring.
Applicant pooling is one of the highly touted features of an ATS that optimizes hiring costs and reduces turnover. A strong applicant pool can be segmented into quality talent pools based on candidates’ skills, educational background, and past job experience to discover the best talent to fill a vacancy quickly and efficiently.
2. AI-Powered Resume Screening Tools
Otherwise known as resume parsing, AI-driven resume screening is an evergreen recruitment automation software that leverages AI technology to quickly scan and filter resumes based on pre-set criteria. Instituting these automated workflows ensures a faster process for the screening portion of hiring.
For example, if a few specific skills are desired when examining resumes for a Cashier position, they can be integrated into this search platform. In this scenario, skills like “customer service”, “cash” (with connected words like “cashier”, “cashiering”, and “cash handling”), and “problem-solving”. Recruiters can customize as few or as many keywords as they want into their resume parsing search to discover the highest quality candidates to their specified standards.
About 98% of companies utilize an ATS for its resume screening features. This statistic showcases just how useful and convenient resume parsing has become to institute automation in evergreen recruitment.
3. Chatbots for Candidate Engagement
A strong evergreen recruiting approach should also include chatbots to enhance candidate engagement. These chatbots can interact with candidates in real-time to handle answering frequently asked questions without involvement from the recruitment or HR teams. They can answer questions about the job role, schedule interviews with the candidate, and send reminders about the next steps a candidate should take in the application process if the chatbot is connected with their applicant checklist.
One study showed that about 63% of people preferred corresponding with a chatbot rather than a human. This could be because chatbots submit faster responses so that the person’s reason for reaching out can be satisfied faster than with a human representative.
4. Job Board Aggregators
Distributing job posts through job board aggregators expands information about the vacancy to more people at once, therefore enhancing candidate sourcing efforts. Recruiters can post and manage a job listing that can be updated on multiple websites at one time to reduce manual data entry for updating all of them. Besides job boards, these requisitions can also be distributed to integrated social media channels within an ATS to further spread the word about the vacancy.
5. Interview Scheduling Tools
Allowing candidates to self-schedule video interviews is essential for streamlined hiring because it reduces the usual back-and-forth of recruiters and applicants figuring out availability and willingness. Integrating with one of these evergreen recruitment tools means pre-approved time slots from the recruitment team are already available so that candidates can make their selection based on their availability.
Even if your company prefers an in-person interview, these self-scheduling interview tools work the same way. All you have to do instead of providing a video interview link is to integrate the physical address where the candidate has to meet the recruitment team for the in-person interview.
When interviewing for high-turnover roles, video interviews are more cost-effective and convenient for the interviewee because he or she does not have to commute to the office to meet the recruiter. In terms of assessing candidate quality, an in-person interview may be more effective in picking up better body language. It’s up to the company’s discretion as to the best way to interview incoming candidates.
