With recruiters nearing scarcity levels that were once only applicable to software developers, it’s becoming an increasingly difficult task to scale up recruitment efforts. Simply put: there’s just not enough well-trained and experienced recruiters out there. However, acquiring more recruiters and increasing recruitment outputs (through RPO, for example) is still widely regarded as the way to go.
But there’s an alternative: working smarter. Through the usage of recruitment process automation (RPA), using more data and implementing various so-called recruitment process hacks. It’s a movement that was initiated before COVID-19, but has since stagnated — except for assessment and video solutions. Now, we’ve reached a point where acquiring even more recruiters that aren’t there to begin with doesn’t help. We need to recruit smarter. Some are still relatively new, or built for solely the Dutch market (for now), but these are the five process hacks I’ve identified.
#1: Hire smarter: Hireslim (Dutch)
Hireslim really does what it says on the tin: hire smarter/slimmer. Their entire process focuses on making the entire process of getting to an interview as slim as possible. With smart conversion-driven social media campaigns, they appeal to the instant craving needs of the designated target group.
Hireslim is no cost-per-impression, cost-per-click or cost-per-applicant, it is: cost-per-interview.
A relationship starts straight away when someone — impulsively or not — responds to an enticing ad. From there, a screening takes place, which can result in a concrete meeting with a recruiter. Partly automated, partly 1-on-1. Hireslim is no cost-per-impression, cost-per-click or cost-per-applicant, it is: cost-per-interview.
#2: Source smarter: Recruit Robin
Not every TA team has its own sources, or enough capacity and knowledge to be able to source successfully. I don’t need to tell you that sourcing has an increasingly important task in recruitment as the supply of active job seeker runs dry — but I will anyway. For so many sectors the simple notion applies that those who haven’t been sourced, wonders why they aren’t actively pursued.
Recruit Robin automates the searching and screening of candidates, integrates them with your ATS and offers full experience support.
Through Recruit Robin you can build up new talent pools and scale up your own capacity. A big advantage is that candidates don’t just come from LinkedIn, and you only pay for the service once it’s worth it. Recruit Robin automates the searching and screening of candidates, integrates them with your ATS and offers full experience support.
#3: Chat smarter: Joboti
It didn’t take long before chatbots, or conversational AI, were labeled as a global hit. And for all the right reasons: they offer a 24/7 support system that allows questions to be answered, candidates to be enticed, application opportunities — as well as pre-boarding and on-boarding solutions. But chatting is still moving forward. While using WhatsApp was widely regarded as an invasion of privacy a few years ago, it is now an unmissable link to communicate with candidates.
Why let candidates wait or send e-mails manually if it can all be done standardised and the target group doesn’t care or mind either way?
Whether it’s quickly sending the directions, the link to the interview, additional information or a good luck GIF, Joboti optimises the entire process and therefore the candidate experience. It’s all about speed, simplicity and tying into the instant craving desire of the target group. Why let candidates wait or send e-mails manually if it can all be done standardised and the target group doesn’t care or mind either way?
#4: Smarter intakes: Recruitment Accelerator (Dutch)
Intakes can be an awfully repetitive and time-consuming activity, resulting in a recruitment process filled with inefficiency, lost time and frustration. Through the data-driven solution Recruitment Accelerator offers, a hiring manager can directly walk through an entire intake in as little as 12 minutes, optimised for both the organisation and the applicable target group.
You can then directly turn the intake meeting into a job ad within 72 hours — and place it on all relevant recruitment channels.
The recruiter doesn’t just receive the application, but also set-up for the intake, recruitment, media and feasibility advice — as well as a briefing for sourcers and copywriters. It automatically becomes a new starting point for the follow-up conversation, which in-turn won’t be an intake, but more so a consultation. You can then directly turn the intake meeting into a job ad within 72 hours — and place it on all relevant recruitment channels.
#5: Smarter video: Cammio
Another unmissable process hack on this list is video recruitment. Cammio are an all-in-one-platform that pretty much does it all on the video front (and beyond). They offer video interviews that enable recruiters to engage with any candidate at any given place and time. Then, as a follow-up, they can extract personalities, skills and competencies through their AI-powered predictive analysis tool Xpress Analytics. It’s all built so the recruiter, hiring manager and candidate all benefit.
It’s all built so the recruiter, hiring manager and candidate all benefit.
