Below are a few interesting recruiting tools and trends. In-house teams at small to medium sized businesses would do well to consider them.
The network is the database, presenting a real challenge to most ATSs.
Simply fill out their simple search form and search LinkedIn people on Google and more – or copy the search string and cut and paste it. Very easy way to locate candidates by title. For recruiters, you can see why having lot’s of contacts on LinkedIn makes sense.
The online matching capabilities are improving to the point it’s become a competitive advantage.
Find passive technical candidates with a system that seems more like a matchmaker than a recruitment tool. Employers join and get notified when someone shows interest, and then you get introduced if both sides want to connect.
The insights available, and the ability to translate, are improving to the point it’s become a competitive advantage.
This solutions helps you know in advance the likely performance of teams, individual employees or even candidates and the impact of combining the right or wrong people. If you care about cultural fit and team composition, check them out.
Good sourcing might end up coming from anywhere and everywhere.
Interesting new idea. Send a page (digital doc, etc.) to a friend, highlight the relevant or key areas, and retrieve comments back. Could be used as a tool between in-house recruiter and the end-hiring manager?
The traditional ATSs must adapt with the times to remain relevant because better ones are growing up fast.
A good (affordable and easy) alternative to the traditional ATS for fast growing firms. It’s so much more and should be considered if you are also considering Quandidate, The Resumator, Recruiterbox, JobVite or JobScore.
It’s becoming much easier and cheaper to augment your hiring than ever before.
If you are looking for creative and design folks, consider this site. It allows you to post jobs and search inside for affordable rates. (a few 100 bucks per month).
The use of contract, interim and project-based solutions is only going to grow from here.
Flexible hiring resource that allows you to post your project to their platform and they will create a shortlist of data providers and experts, or you hire one of them internally as a longer-term resource. There are many that provide on-demand and interim talent, but Experfy focuses solely on Analytics.
Referral is (by far) the biggest way employers connect with qualified candidates, and the referral market is growing up fast.
If you need a referral engine with advanced social sourcing, consider this software. You can improve employee engagement by leveraging your organization’s social graph. I’m also watching YesGraph, Branch Metrics, Careerify, and StackHands.
Assessments and pre-employement surveys are going to be used more frequently to create better job/candidate matches.
Plum offers pre-employment assessments that help improve your ability to hire for attitude and potential. You create the position and they come up with a set of match criteria you are looking for and what makes up an ideal candidate. You post the position, shortlist a set of candidates grows – without the resume.
The future of recruitment will grow out of very small ideas, and they might surprise us. Facebook anyone?
By the creators of CATS, this one has potential. It’s been said that if you are going to disrupt a market, go all the way down and do one simple thing well. Often those systems look more like toys and are often disregarded. I’m interested to see how this plays out. I could see small companies and teams using this one now and enjoying future 2.0, 3.0 versions.
Complimentary solutions can potentially offer a huge opportunity for in-house teams. It might be the future of awareness and visibility.
There is something about this solution that seems right for employer branding and employer content discovery and delivery. They analyze an employer’s posts and audience, and then provides custom curated content that matches your brand’s image. It’s hard enough to create all your own content. This could be a nice content compliment for any CMO.
By combining assets and better technology, companies can create real disruptions – and lower associated costs. This will improve.
This solution seems to be crowdsorucing agency recruiters for hire and providing employers with qualified candidates at 14%. It’s an interesting concept that I believe will be expanded over time – but with the transfer of fees. It’s a good idea and interesting if you want to expand a candidate pipeline and/or move away from 20% third-party agency fees.
The information is available. What we need is better aggregation – and huge improvements in our ability to translate what we find.
This low cost (or free) solutions is a great way to get a brief bio, social links, connection path, and contact details (email address and phone number) about people you don’t know as you browse the web. It’s different than Rapportive, and maybe even better.
Engagement platforms are becoming more relevant as we be care more about using our brands and culture to create competitive advantage.
This employee engagement and recognition platform is used by firms like Sungard, PWC, E&Y and offers an affordable system to appreciate employees, connect teams and make engagement happen.
Matching algorithms present an opportunity for in-house teams to improve results and cut costs.
This is a new type of candidate sourcing platform that matches companies with qualified tech talent using our proprietary matching algorithm. As I see more of this type of platform, it becomes more clear that most traditional recruiting firms might struggle to provide the same level of value as so many of these more affordable solutions. I’m in no way saying Recruiting is going away, but I do believe change is in the air. Also check out Workshape.io for startups.
We might look back and wonder why we used a job ad to attract interest. Images, physical products, or anything else might be an improvement.
This app turns a picture (any picture) into an instant job advertisement. I think most job descriptions are were dreams go to die. There is the potential for Pinterest-like site or Instagram-like site to integrate this kind of technology to create a site specific to employer-related pictures – all with a link to an open job. I suspect more candidates would click through to a job from a picture than a boring job ad. Searching for a new job should be more fun than getting a root canal. Shouldn’t it be? I also like Jobr.
Mobile Job Search is here. If candidates can’t apply to your jobs via Mobile, you simply won’t connect with them.
Please, please check your corporate career site to see how it renders on iPhone. Many of us (and I would say 90%+ of younger candidates) are searching for jobs on mobile. If you can’t apply to your jobs on mobile, how can you expect to connect with the candidates you want to hire?
Companies without clear employer brands or employer value propositions (EVPs) might not be noticed – or be able to stand out in the crowd.
I like this solution because it provides rich information for candidates that I haven’t seen anywhere else. The way we search for jobs is backwards. We go to job boards and hunt and hunt through lists of companies – many of which are poor matches for us. Here, you can consider what you like (style, archetypes, etc.) and drill down into a shortlist of firms. I’d like to see this solution expanded with more options, more localization, and with characteristics employers look for in culture fit. Backing into the right match has its merits.
Real-time insights on employee feelings, issues and complaints will become a useful engagement and retention tool. And those insights will feed our ability to attract and hire the people we want most.
If you are considering how to better match candidates to your unique culture, consider Culture Amp. They take a survey and combine it with a whole lot more and give you a solution that actually gets the job done right. Companies like Esty, Adobe, Airbnb use them.
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