The talent acquisition world has no shortage of tools. It’s no secret, though, that not every one of those tools is beneficial, especially when it comes to addressing your unique needs. But filtering through countless features and reviews isn’t an easy task.
So, we’ve gathered talent acquisition experts to share their favorite tools and how those tools are solving their talent-related issues. Here are five resources professionals say you don’t want to miss out on:
Mya is an AI-powered chatbot that can ask prospective hires about their experience, current role, and whether or not they are knowledgeable in a particular domain.
Mya also keeps applicants in the loop and prevents them from spiraling down the recruiting black hole. It offers candidates a quick chat with intelligent software and a chance to find out if the employer wants to move forward with their application.
Via a single login, talent acquisition pros have access to ATS, a freelance platform that not only sources freelance talent but also helps with project management, billing and payments, unique diversity and inclusion solutions — which attract diverse talent and position the employer as a socially responsible business — and, last but not least, employer branding that attracts the attention of the most qualified candidates.
3. Custom-built platform
In 2017, we created our own CRM solution to help us automate a lot of the usual talent acquisition processes. It was a huge project, as we went for a custom-built Salesforce platform that was tailored exactly to our needs.
The benefit to our consultants has been amazing. They can focus their time on doing their job, rather than the admin that can get in the way of a recruiter’s actual role. That means spending more time developing relationships with candidates and clients, and in turn, generating revenue, instead of getting bogged down with monotonous tasks.
We invested time and energy into getting it right, which would be my key piece of advice to anyone considering the same. You have to know what you want and put the effort into finding the right solution for your needs.
4. Video interviews
In 2020, I plan to fully incorporate video applications into our recruiting process to maximize screening right out of the gate for candidates. With video, you truly get a 360-degree view of a candidate — from communication to presentation and professionalism in their responses to the questions you have provided to them in the prescreened phase.
Video provides a way for recruiters to identify energy, spark, passion, and specific qualities for open roles, and that is an invaluable tool.
With the tech talent shortage, identifying and properly vetting passive talent is a huge factor in talent acquisition success. Talentbin’s ability to pull information from various sources across multiple social media and online platforms allows recruiters to find hidden talent not readily found elsewhere.
It also gives a more contextual picture of the candidate’s previous experience, including details about their development abilities directly from their GitHub account. We have also found a growing trend of development talent disengaging from LinkedIn due to the high number of reach-outs, so Talentbin has allowed us to access talent outside of the LinkedIn community, which has been a key variable in our success this year.