10 Effective Technologies to Make Recruiting Easier
Welcome to Recruiter Q&A, where we pose employment-related questions to the experts and share their answers!
Today’s Question: What tech has helped you the most in your recruiting and talent management, and why has it been so effective?
The answers below are provided by Young Entrepreneur Council (YEC), an invite-only organization of the world’s most successful young entrepreneurs. YEC members represent nearly every industry, generate billions of dollars in revenue each year, and have created tens of thousands of jobs.
Slack allows you to set up chat channels for different departments and subsections of your business. We love using Slack in all facets of our business, but it’s especially effective when we’re recruiting. We use this tool to help introduce new employees to the rest of the team and to help them get their questions and concerns addressed early in the hiring process.
— Blair Williams, MemberPress
2. Google Hire
When we upgraded from managing our hiring process via spreadsheets, we scanned the market. For our small team, a lot of the tools were just too advanced. We ultimately chose Google Hire, a new entrant into the recruiting space, because the cost was right, the interface is simple, and we manage our work through Google apps already. It has proven to be a natural fit that’s easy to use.
— Aaron Schwartz, Passport
We use Zoom, a video chat system, to interview all of our candidates and get to know them better. It’s also what we use to conduct our weekly meetings. Using video to hire new employees has been majorly helpful because it allows us to read their body language and other nonverbal cues we wouldn’t get through a phone call.
— Jared Atchison, WPForms
LinkedIn has helped us find so many valuable employees to join our team. As a remote company, we have the advantage of hiring people from all walks of life with all kinds of experience, and utilizing LinkedIn as part of our hiring process has greatly improved the quality of the employees we onboard.
— Chris Christoff, MonsterInsights
5. Google Docs
With Google Docs, you can easily share important company documents with new hires, and they can access those documents from any device. For instance, you can create a company style guide in Google Docs, share it with your new employees, and they can reference it easily over and over again so that their work stays on brand. It’s especially helpful for remote companies.
— Stephanie Wells, Formidable Forms
We started using the customer relationship management software PipeDrive to manage our entire hiring funnel. It allows us to keep track of various deadlines, give everyone involved in the process the ability to add comments and notes centralized in one place, and get a nice visual overview of how the process is going.
— Karl Kangur, Above House
Indeed is an excellent resource for recruiting and HR. It offers aptitude tests and a comprehensive follow-up system. One thing to note: When you are posting a job on Indeed, be very specific in your job description and requirements, and request that your hiring manager adhere firmly to these guidelines to avoid wasting time.
— Matthew Capala, Alphametic
I invite employees to leave reviews of their employment on Glassdoor and other review sites. Our reputation as a great place to work helps us attract top-level recruits. Many candidates will research a company to learn more about the firm before applying for employment. If your company has a strong reputation, it will be in a better position to attract these top-level candidates.
— Matthew Podolsky, Florida Law Advisers, PA
We like using Upwork to find new employees when we are recruiting. Upwork is an excellent resource because you can find a wide range of people from around the world to help with your projects. We’ve used this platform to find both temporary and permanent employees.
— David Henzel, LTVPlus
10. Breezy HR
We invested in Breezy HR, an applicant tracking system, to hire great employees with less effort. Breezy HR organizes applications and creates profiles for each candidate. It also serves as a platform where applicants can learn more about the company via a portal that showcases who we are, how we work, and what we do as a team. This augments the career page on our website.
— Liam Martin, TimeDoctor.com