Modern recruitment software
HR professionals have to solve a variety of tasks - from mass selection to hiring managers and specialists of various levels
In a period of economic uncertainty, the ability of a business to quickly find and retain qualified specialists, ahead of competitors in this, becomes a matter not only of development, but also of survival.
To solve such problems, recruiters are increasingly using automated systems that increase the efficiency of recruitment, preboarding and onboarding processes.
Such systems allow you to automate the collection of responses and resumes from job sites, communicate with job seekers in instant messengers, conduct candidate adaptation, and support other important routine functions that recruiters often do not have enough time for. Thanks to this, the recruitment of new employees can be made completely "digital", reducing its duration, and making it more comfortable for both candidates and hiring managers.
We have to solve a variety of tasks - from mass selection to hiring managers and specialists of various levels. After the total lockdown last year, it became clear that it was no longer possible to conduct recruitment processes in Excel, and Job offers are not always signed even after lengthy negotiations, so in November HRD set me the task of automating the recruitment and adaptation processes. To do this, it was necessary to compare the functionality of digital HR solutions available on the market and analyze their pros and cons. It was necessary to choose a program that would be able to complete the tasks ahead of me and the three recruiters in my subordination. Given the large-scale analytical work that we have done, I decided to share its results with the HR community.
There is a lot of information, as always, and it takes time to structure and analyze it. Therefore, I decided to make such a review myself and at the end I added a table of criteria by which I conducted the analysis. For several months, we have been testing various recruiting platforms, bit by bit collecting feedback on professional HR forums and groups on social networks.
Employa is a ATS extension for recruiters developed by Employa hiring agency. Uses recruitment software add-ons to recommend and rank the most suitable applicants. The company provides technical recruitment service to hire talents in technology niche that would match the specific criteria in the quickest and most effective way.
Employa ATS extension is aimed at large businesses (hence the cost) and those who want to save money on mass recruitment through the use of the Employa system and services. The calculation is made for those who mostly use the site to search for candidates.
The advantages of the service are the ability to customize the selection funnel, set different reasons for refusal, make comments on applicants invisible to different groups of managers depending on the user role. You can also send candidates to customers anonymously in the form of a secret link and receive feedback. You can start working with the system very quickly - just go to the site using your login and password.
AssessFirst is a cloud-based selection solution for "super productive and responsible" candidates. The system uses predictive technology to analyze the applicant's potential based on psychometric tests, studies his motivation, behavior and potential, and then predicts how successful he will be in a new job. HR receives information about the strengths and weaknesses of the candidate, as well as the ratings of applicants.
Recruiters can schedule interviews, interview, test, and evaluate candidates. Recruitment analysis, database of candidates, recruiting funnel are available. The service is suitable for medium and large businesses, it will be useful for selecting applicants for high positions. Customers can use the free trial version of the product for 14 days.
3 last tips
1. The trend of transferring the best business practices to HR processes is gaining popularity, and recruiting is no exception. When choosing a system for recruiting and adapting personnel, I gave preference to systems built on the CRM principle - this allows recruiters to build interaction with candidates by analogy with how sales managers work with business clients.
2. The second important factor for me when choosing is the use of different communication channels with candidates: calls, SMS and email, video interviews (especially when working remotely), chat bots for questioning and sourcing. This allows me to take some of the burden off my recruiters, automate and speed up the selection and adaptation process.
3. The third factor is the ability to customize and develop the program on your own, without programmers. As a result, the program needs constructors where you can set up a selection funnel, job and offer approval processes, candidate surveys, and also get flexible analytics. For us, as a large business, it is important to be able to refine (customize) the program without the participation of a developer, this allowed us to reduce the cost of the selection system in the next two to three years.