Talent pipeline management is a complex process involving sourcing and vetting candidates. Recruiting tools can simplify your system through automation and help hiring managers engage early and often with qualified applicants. Several technologies support activities at each phase, from applicant tracking to relationship management.
Once you identify pipeline stages for improvement, compare solutions based on features, pricing, and return on investment (ROI). Explore these eight options to streamline your recruitment and hiring process.
Applicant tracking systems
An applicant tracking system (ATS) is a software application that scans resumes and tracks applicants through the recruiting and hiring pipeline. Features vary among services, but typically small businesses want an ATS that offers application and resume management, screening tools, and communication automation.
Affordable ATS options include:
- Zoho Recruit: This affordable recruitment solution helps you source, assess, and communicate with candidates. Zoho Recruit offers free and paid plans.
- Freshteam: As a human resource tool, Freshteam offers applicant tracking and human resources information system (HRIS) features. It has free and paid plans.
- Manatal: Gain candidate insights and customize workflows with Manatal’s artificial intelligence (AI) engine. Pricing starts at $15 per month.
[Read more: 10 Unique and Creative Ways Businesses Are Recruiting Right Now]
Recruitment chatbots
A recruiting chatbot operates 24/7, allowing your business to engage with job candidates even when your hiring manager is offline. It can answer questions before, during, and after the application process. In addition, chatbots can screen applicants and explain the next steps. Some ATS tools have built-in chatbots. Otherwise, you can build your own or integrate third-party bots from ProProfs, Flow XO, and ActiveChat.
Job boards and related tools
Job boards are websites with built-in search engines that connect applicants to businesses. They may have additional tools for pre-screening candidates or using AI to review resumes. Many ATS applications let hiring managers publish their job posts to multiple boards.
There are general and specialized job boards, and the best talent management strategies involve several of each. For instance, Indeed and Monster have diverse listings, whereas eFinancialCareers focuses on finance and technology.
FCRA-compliant background check services
Background checks confirm Social Security numbers and identity. They can also perform national criminal database and sex offender registry searches and verify references and education. However, selecting a service that complies with the Fair Credit Reporting Act is important. This legislation oversees consumer reporting agencies (CRAs) like background check services.
You can expect to pay around $30 per applicant for a basic background report. But some charge a setup fee, and add-ons like credit reports cost extra. Generally, the turnaround time ranges from one to seven days. GoodHire and HireRight are two examples of FCRA-compliant background check providers.
De-bias tools identify gendered phrases, age bias, and more. They use AI and augmented writing technology to score your job post and recommend changes. Inclusive writing tools include Textio, Ongig, and Gender Decoder.
Targeted job ads
Recruitment advertisements help your job posting get in front of your ideal candidates. Most job boards, social media channels, and search engines let businesses design pay-per-click (PPC) ads to target certain demographics and locations. Plus, you can create retargeting ads to capture leads who’ve already visited your career page or job board post.
Indeed lets users sponsor a job ad and “only pay for candidates that meet your “deal breaker” requirements.” LinkedIn offers three dynamic ad formats, which adapt based on the profile data of your target audience.
De-biasing software
Unconscious bias can seep into job listings. As a result, you may have less applicant diversity. De-bias tools identify gendered phrases, age bias, and more. They use AI and augmented writing technology to score your job post and recommend changes. Inclusive writing tools include Textio, Ongig, and Gender Decoder.
Likewise, software like GapJumpers and Ceridian use AI to help hiring managers avoid bias when reviewing applications and resumes. Both types of tools can help you hire a more diverse workforce and avoid potential legal issues.
[Read more: How AI Is Transforming HR With More Sophisticated, Less Biased Recruiting]
Candidate scheduling software
Eliminate the back-and-forth with easy-to-use scheduling tools. It’s as simple as sending your candidate a link via email, text, or a message from your ATS or job board account. Ensure you’re available by connecting your software to your work calendar or manually blocking out busy times. Other recruiting tools may offer scheduling as a feature, or check out the free and paid versions of Calendly and Picktime.
Interviewing tools
In a tight labor market, every second counts. Waiting for the right time to meet in person could cost you a candidate. Internet-based video and voice platforms connect you, your applicant, and other business leaders simultaneously. Many let you record calls and have features to improve experiences on both ends. Platforms like Google Meet or Zoom get the job done, or you can use myInterview as part of your first and second-stage screening processes.
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