The winning tools to improve staff selection
Hr Tech e Applicant Tracking System |

The winning tools to improve staff selection

In recent years, the “Great Resignation” and the shortage of talent have put the labour world in a difficult situation, making it increasingly urgent for companies to attract and hire the best talent.

The use of advanced technological tools has now become essential to optimise the recruitment and selection process. Thanks to specific and highly innovative features, recruitment software supports recruiters at every stage, from the publication of job offers to the management of candidates, up to the final hiring. In addition, automating many repetitive tasks allows companies to save time and make decisions confidently.

In a context where the competition to attract qualified talent is increasingly fierce, investing in these technologies can make a difference. Let us examine some of Inrecruiting’s most effective features for improving selection processes and results.In a context where the competition to attract qualified talent is increasingly fierce, investing in these technologies can make a difference. Let us examine some of Inrecruiting’s most effective features for improving selection processes and results.

CONTENTS

Tools to capture the interest of candidates

Planning plays a key role in the staff search and selection process, as this stage includes defining the needs of the company, the job requirements and the candidate persona. It is in the attraction phase that catching the talents’ attention is required. But what are candidates interested in? How do you bring them closer to the company and convince them to apply?

A good talent attraction strategy focuses mainly on employer branding, company reputation and perception, communication and sharing of values and of the company culture.

An Applicant Tracking System (ATS) such as Inrecruiting provides the necessary tools to implement a strategy that captures the interest of candidates with eye-catching job ads and engages them through social media, participation in events and so on. Recruiters can:

  • Create a career page fully independently, without requiring the intervention of the marketing or IT team. The drag & drop editor inside the ATS that is used to build a “Work with us” page, in addition to the obvious simplicity of use, has the advantage of highlighting the history, company culture, team sharing moments and job offers.
  • Personalise job postings: from tailored text, applying helpful techniques and following useful tips to write a truly effective job posting, to cover images that reflect brand identity and videos that tell potential candidates what it means to be part of the team. With the new features of Inda’s Generative AI (AI technology for HR), it is also possible to use artificial intelligence to generate the text of a job ad and a promotional post for social networks, for easier dissemination.
Discover the features of Generative AI
  • Generation of a QR Code to share a job posting in real time. This system makes the dissemination of job advertisements smarter and, at the same time, facilitates the registration of candidates from mobile devices, for example during events, via QR Code scanning. It is very useful both for Employment Agencies (that can use them in ads published in their branch windows) and for organisations that have a physical address (store, office, etc.).
  • Management of recruitment days and other HR events, both physical and virtual, in a centralised manner. Without ever leaving the ATS, it is possible to organise career days, collect the registrations of participants and grant them direct access to a reserved area to consult all available job offers.

Features to improve the candidate experience

The search for candidates is as important as their permanence in the candidate journey. It is not enough to find them and take them to the end of the selection process: you must accompany them during the screening phase, the interview (telephone or otherwise) and the final evaluation, always guaranteeing a positive experience. It is well known that a positive candidate experience is a factor that affects the perception that applicants have of the company.

That is why it is necessary to deal with and solve the issues that stress candidates and that can lead them to abandon the selection process. How?

  • By using customised application forms that are not too long, that are responsive and built for a specific job position, such as dynamic forms that adapt to the information entered by candidates and guarantee a personalised registration experience, and streamlined forms, which provide only the strictly necessary fields, postponing the request for additional information to a later date, so as not to put off candidates.
  • By allowing the automatic filling of application forms thanks to artificial intelligence. Simply uploading the CV during registration is enough to automatically fill in all the fields of the form (including the drop-down fields). In this way, candidates will not have to waste valuable time and will be able to complete their application with a few simple clicks.
  • By interacting with candidates consistently and at every stage of the selection process. Silence also has a cost in the recruitment process: being left alone, adrift, without information on timing, ongoing activities and future steps, negatively affects the experience of candidates, which in turn causes them to form a negative opinion on the company. A system for personalised and automated feedback is therefore essential.
  • In connection with the above, the form and communication channel also matter, especially if there are special requirements. When it comes to communicating directly and quickly with candidates, solutions such as the integration with WhatsApp and the availability of a system for sending SMS and Newsletters within the ATS are the most immediate and effective way to interact with candidates without wasting time.

Systems to facilitate business collaboration

Although the selection process ends with the hiring of only one person, it is the result of teamwork. Collaborative recruiting is an inclusive approach to selection: the different figures involved participate in one or more phases/activities of the recruiting process and actively collaborate to make the right decisions and ensure the inclusion of new employees.

The risk is not being able to keep up with progress, not tracking activities, not being aligned with the team or missing important communications. All these difficulties can be overcome if you use recruitment software that facilitates internal collaboration. Inrecruiting, for example, helps to:

  • Formalise a recruitment request and manage the approval workflow. When hiring a new resource is necessary and obtaining the consent of other colleagues is required before publishing the job ad and starting the selection process, you can create the hiring request (Job Request) and manage all the approval steps directly in the ATS.
  • Manage and carry out activities according to the role, coordinate the work of the team and have a complete and up-to-date overview. You can create a list of tasks to be carried out or assigned to colleagues in the company (for example, assign a job advertisement to a recruiter, who will then manage the selection process) and keep track of the tasks created, assigned and completed.
  • Communicate with colleagues and leave room for notes and discussions in the comments. In addition, you can mention colleagues whenever their attention is required, when they are assigned a task (for example, a job posting or an order) or they are directly involved in other business processes. These actions are reported immediately via in-app notifications and emails.
  • Book a candidate to let HR colleagues know that it is temporarily not possible to contact this applicant because they have already been involved in another selection and their profile is being evaluated for a specific ongoing search.
  • Share the CV of interesting candidates for an ongoing staff search not only with direct colleagues, but also with external users (this is the case of employment agencies that handle selections on behalf of clients). Generating an anonymous CV, an anonymised copy of the examined CV, is certainly a plus because it guarantees greater transparency in the selection.
  • Share the work agenda with colleagues to simplify the scheduling of appointments. In addition to improving collaboration with the team, the ATS also facilitates interaction with candidates. The automatic scheduler, for example, asks candidates to choose the date for the job interview. The calendar’s advanced functions reduce rescheduling times and the risk of overlap.
  • Create a structured assessment process using interview notes. Depending on the role and open position, you can customise assessment sheets and consult with the colleagues involved in the selection to simplify the final decision.

Tips and tricks for evaluating strategies and processes

Identifying and hiring the best talent becomes easier when you’re driven by data. Data-driven recruiting is an approach to the search and selection of personnel that enhances data and makes data the driver of its strategy.

Evaluating the performance of one’s processes and the effectiveness of the selection strategy is essential to improve. Inrecruiting pays particular attention to these aspects: it offers useful tools to recruiters to monitor and analyse the collected data, such as:

  • Customisable dashboard, i.e. the main dashboard, composed of widgets, which can be rearranged according to the needs of the business user. Widgets can be activated/deactivated, moved and resized to offer the user a personalised view of the features and data available within the application.
  • KPIs and recruiting metrics to be monitored to analyse the progress of their processes. The analysis of data such as time-to-hire, time-to-fill, specific metrics on the ad, the candidates’ sources of origin, etc. are essential to identify process bottlenecks and develop improvement actions.
  • Linked to the above, UTM tracking is a useful tool that provides more information on the channels of origin of applications. By adding a tracking code within the URL of the job advertisement, it is possible to track the origin of a specific application (an excellent solution, for example, even if you follow an employee referral programme).

Discover these and many other Inrecruiting features. Contact us for a demo. One of our consultants will set out the ones most in line with your needs.

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