Talent recruiting technology plays a more significant role in finding candidates than ever before. There is a lot to consider when thinking about technology for talent recruiting. The landscape changes quickly, so we identified the major categories of technology and outlined the current trends.
Applicant Tracking Software – An applicant tracking system (ATS) is a software that allows you to electronically organize every stage of the recruiting process. Applicant Tracking Systems are a critical technology for recruiters. They serve as a central depository for all candidate data.
Every year Ongig surveys employers and asks them about their ATS usage. Below is a list of the top 8 by market share. The ATS market is fast moving. Recently newer, innovative companies have been making the news. Greenhouse and Lever both secured large rounds of funding in the past year.
- Taleo- 19% market share
- Greenhouse – 9% market share
- Homegrown – 9% market share
- iCIMS – 7% market share
- Jobvite – 5% market share
- IBM Kenexa BrassRing – 5% market share
- Workday – 4% market share
- SAP/SuccessFactors – 4% market share
Career Sites – Active candidates look for jobs on career sites. The Talent Board’s 2015 Candidate Experience Research study found that 64% of candidates reported using career sites like Monster, Indeed, and Glassdoor to find new job opportunities. Below are the top 5 job sites for 2018 according to Zety.com.
- Indeed – The most popular job site is Indeed. This is because it scrapes thousands of jobs directly from hiring pages on various company websites. Candidates can also upload resumes and take advantage of single-click applications.
- Glassdoor – Glassdoor offers invaluable information about the salaries of specific positions by location, experience, industry, and size of a company. It’s also a great job search engine with a slick interface.
- LinkedIn Job Search – LinkedIn is unique because it allows candidates to search for jobs within their professional network and ask for referrals. They also suggest “Jobs You May Be Interested In” based on a person’s LinkedIn profile and experience.
- Google for Jobs – To use Google job search, candidates only need to do a simple Google search, searching for the job title followed by the word “job.” The Google Jobs Application Programming Interface (API) can be purchased and used by companies and recruiters. According to Google, the API “uses machine learning to understand how job titles and skills relate to one another and what job content, location, and seniority are the closest match to a job seeker’s preferences.”
- Monster – Monster is not only easy to use for candidates, but employers and recruiters can take advantage of tools like the advanced Power Resume Search.
Text Recruiting – The average American checks their phone 80 times a day according to a recent study from the global tech company, Asurion. For candidates ages 18 – 44, texting is the preferred medium of communication. On average, emails are only opened 20% of the and text messages are opened and read 95% of the time.
Texting is a beneficial technology for talent recruiting because it builds a more personal experience with the candidate and has a faster response time. It’s also easier to write and send texts because they are shorter and more to the point.
Using tools like TextRecruit when recruiting employees gives candidates the convenience of texting in and applying directly from their phones, allowing you to cast a wider net and attract more potential candidates.
Employee Referral Technology – Research shows that referral programs can be more effective than other recruiting methods. To make referrals easier, companies have developed software that allows employers and recruiters to connect their networks, exponentially increasing the recruiter’s network. Employee referral technologies also make it quick and easy for employees to make referrals and to receive referral rewards and recognition. Using technology like Teamable can reduce hiring costs and get candidates hired faster.
Sourcing Technology – Sourcing technology uses the power of machine learning, data science, and artificial intelligence to match the right candidates to the right positions. Sourcing technology can analyze several factors—like a candidate’s likelihood of relocating, for example—so you aren’t just searching resumes for relevant keywords. This technology for recruiting, helps recruiters make better, more data-driven choices about candidates. Entelo is an example of a sourcing technology for recruiters.
Video – Video is another great technology for recruiting. It is more engaging than written communication. Studies show that viewers retain 95% of the content of a message when they watch it in a video, versus 10% when reading a message in text. There are many different ways recruiters can use video in the recruiting process: incorporating relevant videos into job postings that communicate the expectations of a particular position, using video for correspondence with candidates, and sharing videos across social media.
Emails that include the word “video” in the subject line have a 19% higher open rate and a 65% higher click-through rate (Syndacast). Software like Bonjour integrates with your company’s CRM to embed videos in your e-mails.
Assessment – Pre-employment tests help recruiters find employees who are right for the job. HighMatch uses data-driven insights to predict hiring success. We build customized hiring profiles and score candidates against those profiles to return a job fit score.
Integrations – Technology for talent recruiting can certainly help you identify better candidates and save you time. But so many technologies can also be hard to manage. The more those technologies can work together, the better! Software companies work to develop connections between their product and others. At HighMatch, we partner with ATSs so that our customers can invite candidates to take HighMatch and view reports, all without leaving their ATS.