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Recruitment Tools: Not All Were Created Equal

Posted by The Bean Team

24-Aug-2015 12:00:00

Between applicant tracking systems, job boards, and all the other parts of hiring that needs software, there are dozens of different recruitment tools out there for your team. They are all different and fit varying types of organizations or industries, so choosing the right one or even understanding what it really is can make it difficult to pinpoint the perfect system for your company. New to the world of recruiting tools, or just bewildered at the number of different software and platforms available in the recruiting world? Don’t worry, we have some answers for you.

Recruitment-tools 

Applicant Tracking System

What is it? An applicant tracking system (ATS) enables employers to file, store and organize resumes so the recruitment offices don’t become overwhelmed with full filing cabinets. It posts the job descriptions to job boards and filters qualified candidates from the unqualified so you don’t have to sift through the resumes yourself. 

Who should use it? ATS vendors typically offer different levels of functionality from the enterprise level to the needs of a small business. These software applications can be in-house or online, depending on a company’s efficiency and organizational needs. 

Helpful tip:  Measure the results in the platform too, so leadership can make better decisions in identifying sources that have the best ROI. Most ATS platforms allow users to get this insight with a single click.

 

broadbeantwitter-01 Use your ATS to measure results & make better decisions in identifying sources that have the best ROI.

 

Candidate Relationship Management System

What is it? A Candidate Relationship Management system does, well, just that: manages the relationships between the company and its talent pool. It organizes and automates the attraction, communication and management of talent.

Who should use it? A robust CRM will foster communication with candidates and alert you to activity within their application and the organization. If you’re curious to see which candidates click through the application and where they go when they click through to your site, a CRM is perfect for you. 

Helpful tip: Use it as a collaborative platform throughout the organization so you can then use it as a recruitment tool for all sources (including referrals). After all, you’ll need to measure hiring activity from all standpoints.

 

Job Board

What is it? Employers will use job board websites to host their open positions. Free for candidates, job boards typically charge a fee for employers to use. There are massive job boards, like Careerbuilder, and there are smaller specialized job boards. These are called niche boards and they cater to segments of the job market or particular industries. 

Who should use it? Honestly, most organizations should use a job board. Industries that require specialized training and certification find their candidates through niche job boards to better target their audience. Job boards help your organization to reach a broader audience of a specific

Helpful tip: A tool like Broadbean’s Candidate Sourcing Platform will help your organization to reach candidates with niche board precision as well as larger pools from behemoth job boards.

 

broadbeantwitter-01 Learn how to reach candidates with niche board precision as well as larger talent pools!

 

Scraping Aggregator

What is it? A scraping aggregator will gather employment opportunities on one site. It is similar to a job board, but employers don’t have control over which scraping aggregators pick up their openings. These scraping aggregators will link to the company’s career site or the job board where it was originally posted. Candidates still apply as normal -- these jobs are just placed in one place. 

Who should use it? Because the key feature of a scraping aggregator is to screen sites for employment opportunities and gathers them into one place, employers have little control over the system.

Each of these different tools have different abilities, based on the need (and size) of your organization. While you might not need every platform listed above, keeping your recruitment strategy updated with some augmented features of technology is important. The system that fits your competitor or talent rival won’t necessarily fit you; you need to assess your organization’s needs. By understanding the key differences with a few best practices, that process is a little easier. Remember, not all platforms were created equal, so choose and combine wisely.

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Topics: recruitment