Using Tech to Improve Your Human Candidate Engagement

In today’s market, sourcing the best candidates and keeping them interested all the way through to hire is tough. Candidates have a lot more choices, so recruiters must work harder and faster to engage candidates by using tech.

The resume is the iconic “getting to know you” first impression recruiters receive from candidates when screening or sourcing passive candidates. While the resume, and even the cover letter, offer a lot of insight about a candidate’s skills, accolades, and certifications, it doesn’t give you the full picture of the candidate.

What many recruiters miss in this first round of screening from resumes and cover letters only are soft skills and personality. We know that when it comes to hiring the best candidates, it’s a combination of both hard and soft skills with a side of personality that will fit the company’s culture that makes the best fit.

93% of employees mention company culture in reviews on Glassdoor, indicating just how important it is to them, G2


Using Tech for Better Timing

Because it’s necessary to keep up, it’s important to implement a tech stack in your recruiting process. Tech allows you to work faster and smarter to maintain and source the best candidates and get to know them better.

According to HiringThing, 66% of job seekers said they would wait only two weeks for a callback, after which they consider the job a lost cause and move on to other opportunities.

If you’re not using tech, it takes a long time to sift and scan through each resume to even figure out who gets a callback. When the average professional job can accumulate up to 250 resumes, that’s going to add up to a long time to review even for the most seasoned recruiter.

Automated resume parsing enables you to build candidate profiles instantly from any type of resume document. Quickly build your library of available candidates and then find the candidates you want using a robust candidate search engine.

In mere minutes, you can identify who you want to schedule a call or video with, and start getting to know your ideal candidates better.

Using tech goes far beyond saving time sorting.

While a candidate may not be a good fit for the current position you’re sourcing for, they may be a good one for the next position needed. That’s why capturing candidate experience, skills, and history in structured data fields is so important.

Communicating quickly and transparently is vital to success. Whether they are moving along in the process or aren’t the right fit, you need to tell them. And not wait three months to do so.

According to a G2 study, 52% of candidates don’t receive any communication in the two to three (or more) months after applying.

That amount of time is insane in the age of technology! Using an ATS with a built-in CRM system (like Tracker) allows you to communicate quickly and effectively with anyone and everyone, even automatically based on specific triggers.

Doing this allows you to stay in good standings with potential candidates for future jobs and they will appreciate and possibly even recommend your recruitment of staffing firm to friends.


Using Tech for Identifying Soft Skills

As we mentioned above, a resume only shows a piece of the whole candidate picture. When it comes to placements, you want a candidate that not only has the skills for the job (or the willingness to learn), but also the right attitude toward the company.

These aren’t qualities you’re going to be able to identify on paper alone. And with the advancements in technology, we’re now able to conduct video interviews in addition to the standard phone or in-person interviews.

While video interviewing became a must during the pandemic, its value was established long before that for a variety of reasons, including:
  • If candidates and recruiters or companies were in different locations
  • If candidates and recruiters or companies were in different time zones and couldn’t schedule effectively
  • Multiple interviewers and no space to meet
  • Multiple interviewers and multiple locations
  • Saves time for all involved, especially if pre-recorded

Video interviews can be done a few ways. There can be live interviews or pre-recorded. It comes down to preference and time.

Tracker’s Video Interview feature has become a game-changer for pre-recorded interviews. Recruiters and the company can establish questions ahead of time to send out to any or all candidates. Candidates can then send in their interview directly from their device in their own time.

According to G2, there are many benefits to pre-recorded interviews for candidates:
  • A candidate can have time to prepare.
  • A candidate can choose the best recording if their answer takes multiple takes and even do a trial run of their answers.
  • Interviews can be held when the candidate and interviewer are in different time zones.
  • There isn’t a struggle of finding an open slot on multiple calendars to conduct the interview.

What video interviews allow as well is the ability to see a candidate’s soft skills. To see how they adapt to questions and how they present themselves when they speak. In many cases, it also shows their attitude. Is it positive or negative? Are they willing to learn and be trained, or have a know-it-all attitude?

Video interviews, combined with a resume, are an easy way to incorporate technology to help you see a candidate’s full potential.


Using Tech for Historical Data

When it comes to sourcing and selecting the best candidates, you need to make sure you have the full picture. Using the right software can help you get to that full picture faster.

One of the advantages of using an ATS like Tracker is our robust tracking and reporting features. Being able to track recruiter KPIs, track past and current candidates, and review how well they perform in interviews and other areas is important information to know.

Additionally, using software which includes artificial intelligence (AI) and machine learning within the ranking engine enables your team to capitalize further on a candidate’s profile and historical data with your ATS/CRM.

Overlaying parsed resume data with actual recruitment history empowers recruiters to apply a whole new perspective on ranked results.

Tracker’s AI Ranking constantly learns from the ongoing engagement with each individual during their life in Tracker and applies this in tandem with resume ranking to ensure the best candidates are presented each and every time.


In Summary

If you’re struggling with sourcing, communicating, and selecting the right candidates, then now is your time to connect with us to receive a free demo of our industry-leading features. Don’t miss out on highly qualified candidates because you don’t have a clear picture of them or their work experience. Use Tracker and start seeing better placements faster.

We are able to reach out to clients, prospective clients, and candidates in a much easier fashion, with higher touch points and better results. The data and KPIs in Tracker are also fantastic.”Eric E., Tracker User

Tracker’s industry-leading ATS and CRM not only supports your processes, it enhances them to find you more qualified candidates faster. From creating optimized job descriptions to distributing on social media and 1000s of job boards, Tracker is your partner in your recruitment process from sourcing to onboarding to retention needs – all housed in one easy-to-use platform.

“So far we love the amount of customization along with the “out-of-box” features. We really appreciate the support team and migration team as well. They have been very helpful in transitioning our team of 20 to the new platform and answering everyone’s questions. The team really enjoys the workflow and time-saving automations.John Arnold, Managing Partner at Celarity

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