by Melissa Bissing on March 20, 2019
4 min read
Here’s a look at why your team will love their jobs more with software for recruiters, and some ideas for making deployment happen.
Your TA team may be good at paperwork, but you hired them for their sales skills. If you cleared their time for more candidate conversations and reduced the admin, what could your team achieve? New AI-enabled software for recruiters makes that next-level performance possible by automating advancements in a hiring experience and improving recruiter efficiency. Here’s a look at why your team will love their jobs more with recruiter software, and some ideas for making deployment happen.
The key with recruiter software is finding the right balance between automation and recruiter interaction with candidates. Being both high-tech and high-touch. You want to save your team’s time and effort on the repetitive, administrative work so they can drive more personal communication with qualified talent. An AI-enabled interviewing platform can help your recruiters reallocate their time to do more conversational recruiting and build a stronger social presence online by:
Handling coordination of interviews and group hiring events. An AI-driven recruiting chatbot gathers up availability from your hiring managers, then reaches out to your candidates via email or text to set up interviews. A virtual assistant can also handle cancellation and rescheduling, and send out reminders to cut down on missed interviews. Some software for recruiters also has the option for candidates to self-schedule via text or email. Either way, the pain of scheduling goes away. TA teams using Montage’s platform for automated scheduling have candidate response rates as high as 95%. On average, candidates schedule their interview within two hours from a text invite; eight hours from an email invite.
Automated scheduling saves recruiters an average of 50 minutes per candidate.
Increasing efficiency with candidate management. There are a couple of ways software for recruiters can enable more efficient candidate management:
Advancing unbiased candidate review. A large majority (85%) of TA teams are under pressure to increase diversity in hiring. Multiple strategies go into reaching this goal, including reducing unconscious bias. Masking candidate identifier information during review of on-demand interviews is an effective way to reduce unconscious bias, but it’s not a practical solution if your team has to do it by hand. There is software for recruiters that automates masking of candidate information until after hiring managers review the interview and log their decision about advancing candidates. Your team can manage this challenging TA issue efficiently and effectively with technology.
Despite all of the advantages, new software can feel like an unwanted gift to your recruiters. There could be fear of the unknown and doubt that this change represents something better. Getting your team’s buy-in is vital for your intended results to materialize. Think about developing an adoption plan that covers how you’ll communicate the change to your team, time set aside for training, revised performance expectations during the transition, and incentives for full-on engagement with the new recruiter software. Remember, you’re going for love, not just like! For strategies that drive a smooth integration, download our eBook, Introducing New Tech to Your Team.
With thousands of recruiting platforms and stand-alone applications available, how do you go about exploring and selecting the best software for recruiters and for your organization? Look for recruiter software that
Last but perhaps most important when evaluating software for recruiters, look for a real technology partner. There’s not much worse than a software vendor who disappears after implementation. A true tech partner invests in your relationship and long-term success. They’re there with a plan to help you manage change and adoption of software for recruiters, offer live and on-demand training, and deliver 24/7 live support that protects your candidate experience. You should be able to count on your tech partner for regular check-ins to see how things are going and to suggest adjustments that keep your ROI maxed.