When, Where and How to Incorporate Recruitment Technology

Recruitment technology is changing how hiring managers and recruiters source, screen, select, hire, and onboard job candidates.

With the rise of AI recruitment tools, they can save time by delegating repetitive tasks to robots and, in the process, gain insights that make their decisions more data-driven.

Here are some of the most exciting recruitment tech tools available to recruiters today and how to incorporate them into the recruitment life cycle.

Augmented Writing

Augmented writing is technology that helps you write better. In recruiting, it’s used for crafting more effective emails and job descriptions based on extensive, up-to-date language performance data.

What it solves: Language used in job ads can attract or repel job candidates. While most recruiters know to steer clear of gendered-biased wording, it’s hard to intuit what effect certain words might have on audiences of a specific age, location, or industry.

How it works: Augmented writing software is like an insightful editor and writing coach. It helps writers create effective copy by providing suggestions based on language performance data as they write.

Where to incorporate: Stage 1 of the recruitment life cycle, or the need identification stage.

Recommended: Textio’s extensive database of gendered phrases, age-biased wording, and corporate clichés helps prevent recruiters from using them and scaring away good candidates in the process. Textio even makes suggestions based on the target hiring location, since certain words – “awesome,” for example – perform well in some locations and poorly in others.

Talent Search Software

Talent search software is recruitment technology that helps recruiters discover talent.

What it solves: Searching Google and social media sites is a time-consuming process and doesn’t always help recruiters identify and connect with the right candidates.

How it works: Talent search tools have advanced search filters that make it easier to find the right candidates that match specific criteria.

Where to incorporate: Stage 2 of the recruitment life cycle, or the sourcing stage.

Recommended: LinkedIn Recruiter’s premium search filters help recruiters quickly identify qualified candidates. Through LinkedIn Recruiter, sourcing and recruiting professionals also gain access to the full profiles of LinkedIn members and the ability to direct message them.

Video-Based Assessments

Video-based assessments use data points gleaned from video recordings to measure emotional intelligence.

What it solves: In-person and video interviews are the most effective way of assessing personality traits and emotional intelligence, but they consume time and resources and tend to only happen after initial screening.

How it works: Video-based assessment software makes interviewing thousands of candidates possible at the initial screening stage. Interviews can happen asynchronously, with candidates recording videos in their own time and recruiters watching them later.

Where to incorporate: Stage 3 of the recruitment life cycle, or the screening stage.

Recommended: HireVue analyzes thousands of data points from 15-minute video recordings of candidates, including the content of their speech; the intonations and inflections they used; and their facial expressions to measure things such as their ability to work in a team, be proactive and take on responsibility.

Game-Based Assessments

Game-based assessments measure candidates’ cognitive ability through a series of short and engaging psychometric tests.

What it solves: Cognitive ability — the ability to reason, problem-solve, plan, think abstractly, comprehend complex ideas, and learn from experience — is one of the highest predictors of job success. Up until now, cognitive ability has been measured through a series of long, dull tests, which isn’t ideal for companies wanting to create a great candidate experience.

How it works: Game-based assessments can measure IQ through a series of engaging psychometric tests, each one designed to measure a different cognitive ability.

Where to incorporate: Stage 3 of the recruitment life cycle, or the screening stage.

Recommended: HireVue’s series of game-based assessments take 15 minutes to complete and provide a wealth of data that can be used to predict job performance.

Recruiting Bots

Bots perform tasks that are simple and repetitive. In recruiting, they are used for interacting with job applicants.

What it solves: Recruiters and hiring managers are too busy to interact with applicants and potential candidates.

How it works: Bots are available 24/7 for real-time interaction. They can provide helpful information and improve the candidate experience.

Where to incorporate: At all stages of the recruitment life cycle including:

The screening stage, for asking candidates questions.

Throughout the hiring process, for providing updates.

The end of the recruiting process, for notifying applicants that a position has been filled.

Recommended: Ideal’s chatbots help eliminate the need for phone screens. They can be used to qualify candidates and can help improve the overall candidate experience.

Recruitment Technology: An Investment Worth Looking Into

Some of the most exciting innovations in recruitment technology are AI-powered recruitment tools, which include augmented writing apps, pre-hiring assessments, and recruiting chatbots.

These tools empower recruiters to be more effective and efficient, which in turn helps them stay motivated.

To learn more about AI recruiting tools, check out AI Recruiting: What’s Possible Today.