In recruitment, leveraging the right tools can significantly enhance your efficiency and effectiveness, and by consequence, your earning potential. However, with an abundance of technologies available, it’s easy to become bogged down with lengthy processes.
So, how many tools do you really need as a recruiter? Let’s explore the essentials and also take a look at the many tools recruiters use to optimise their work.
What are the best recruiting tools?
1. Applicant Tracking System (ATS)
An ATS is a cornerstone tool for recruiters. It streamlines the hiring process by managing candidate data, tracking interactions, and facilitating communication. A good ATS improves efficiency and helps ensure no candidate falls through the cracks.
Examples include Greenhouse, Ashby, and Workable.
2. Customer Relationship Management System (CRM)
A CRM system helps manage relationships with clients and candidates. It provides insights into candidate pipelines, tracks client interactions, and helps maintain strong relationships with key contacts. There are some CRM’s that incorporate the ATS functionality. No need to hire two tools, when one may do a better job of one.
Examples include Bullhorn and HubSpot CRM.
3. Sourcing tools
Sourcing tools are vital for finding and attracting top talent. These tools help recruiters search for candidates across various platforms, databases, and networks.
Examples include LinkedIn Recruiter, Apollo.io, ZoomInfo, Gem, and SeekOut.
4. Communication and scheduling tools
Effective communication and scheduling tools are crucial for coordinating interviews, follow-ups, and maintaining contact with candidates and clients.
Examples include Calendly, GoogleMeets, GoodTime, and Paradox.
Extra recruitment tools to consider
1. AI recruiting tools
Using an AI recording tool that takes notes for you can save your time, and ensure you remain actively engaged in conversations. The same can be said for sourcing and screening, AI can do quite a lot of heavy lifting for modern recruiters.
Examples include Metaview, Fathom, Juicebox, Humanly, and RibbonAI.
2. Sequencing tools
Following up is important, but can be tricky to execute. Tools that remind you of your tasks, or automatically send out follow-ups are very common in the recruitment field. Key to note here, generic and boring outreach isn’t appealing, so make sure you still are using your personality to craft messages.
Examples include Dripify, SourceWhale and Ashby.
3. Video marketing
Stand out from the crowd by showcasing your candidate on video (with their permission of course), share your excitement about a role with passive candidates in the field, or save time with one-way interviewing technology to screen a high volume of incoming applicants.
Examples include Hinterview and SparkHire.
4. Referral automation
Referrals are probably one of the most underutilised resources in recruiting, but one that often produces the best long-term results. There’s modern tools entering the market that help supercharge your referral process.
Examples include Kula AI.
Other facts to consider when looking at tools
- Integration and automation – To maximise the efficiency of your tools, look for options that offer seamless integration and automation. Integrating your ATS with your CRM, for example, can streamline data flow and reduce manual data entry. In fact, many modern ATS have a CRM, sourcing, and sequencing all built into one tool. Using calendly to set meetings synched with your Google Calendar can reduce the back and forth messages to candidates and clients. Automation tools like Zapier can connect various platforms, further enhancing productivity.
- Cost and ROI – You should not be losing money on tech investment, but sometimes free trials don’t cut it. Ensure you are reviewing the costs associated with a new tool, but also considering the return on investment they will likely provide.
- Balancing quantity and quality – While it’s tempting to sign up for a whole bunch of tools, it’s essential to be realistic. Having too many tools can lead to inefficiencies, as switching between platforms and managing multiple systems can be time-consuming
- Effective training – No tool is useful if you don’t know how to use it. Most paid platforms offer some sort of training program, but don’t be shy to ask questions after the initial onboarding period. Consider the strengths of your team, perhaps identifying a strong adopter of tools as an internal resource for smaller questions and concerns.
Start implementing tools into your recruitment process
As a recruiter, the right mix of tools can significantly enhance your recruitment process, making it more efficient and effective. While there’s no one-size-fits-all answer to how many you need, start with a few essential tools and build out your kit from there. Remember, the tech is there to help you, not the other way around.
