Maximizing Technology in Recruitment: Three Ways Companies Can Leverage Recruitment Tech

It’s no wonder that many businesses are turning to technology to help them find the best employees. With millions of jobs available in the market, companies will find it challenging to connect with potential candidates.

But the vast technological advances today have made things easier. So much so that businesses of any size can get all their recruiting efforts done in one place. From finding qualified candidates on social media sites, like LinkedIn and Facebook, to using an ATS, which can quickly and easily screen through résumés, identify the best candidates and even track how long applicants have been looking for a job this article will explore why maximizing technology when looking for employees should be your next step.

1. Consider Using an ATS

An applicant tracking system (ATS) is specifically designed to help you find and screen potential candidates, no matter where they might reside. It’s web-based, so you can use the same system both in your office and on the go. You can also monitor applicants from any web browser.

In addition, if you choose web-based recruitment software, you won’t need to make big investments in hardware or software licenses. And neither will you have to pay for extra support services from your ATS vendor. It will take you only a few hours to set up your web-based ATS, and it can be one essential business tool you have ever used.

The ATS software will provide cutoff scores, hiring managers’ reviews, and other critical documentation that can help you identify the best-qualified applicants. It also lets you track the status of each applicant’s resume, which ensures you don’t overlook any vital information.

2. Utilize Social Media to Connect with Job Seekers

Most businesses are already taking advantage of social media sites to find potential customers. It only makes sense to use these sites to find potential employees. After all, social media is a great way to connect with people, and it’s the perfect place to find candidates who might be a good fit for your company.

LinkedIn is an excellent site for finding candidates who have the skills and qualifications you are looking for. In addition, LinkedIn allows you to see how long candidates have been looking for a job, allowing you to reach out to them directly.

Believe it or not, you can also use Facebook to find potential employees. A recent study found that nearly half of all employers use Facebook to find candidates because it’s a quick and easy way to find someone who has the right skills for the job.

Twitter is also a valuable tool when looking for potential employees. About 78 percent of people say they are more willing to work for a company whose CEO was active on Twitter. Twitter offers businesses many benefits, from finding candidates to communicating with customers.

Social media sites are essential recruitment tools but keep in mind that you aren’t guaranteed to find quality candidates because they have a solid social media presence. You will want to encourage employees to use social media responsibly and take steps to ensure that applicants’ confidentiality is protected.

3. Keep Up with the Latest Millennial Trends

Today’s workforce comprises a large number of millennials (born between 1980 and 2000) and people from generation X (born between 1965 and 1979). These two groups make up the bulk of the working population today.

With that in mind, businesses need to learn more about these groups, their employment preferences, and how they make decisions.

For example, gen Xers (ages 36-49) are now at their peak earning years and are most likely to be married with children. This means that they approach employment with family concerns in mind. They want stability, benefits, and flexibility in their jobs, even if it means less pay or advancement opportunities.

On the other hand, millennials (ages 19-35) are more likely to be single and looking for their first job. Their priorities include location, flexible working hours, and a solid work-life balance, even if it means lower pay or fewer opportunities for advancement.

To attract both groups of employees, businesses need to identify what makes your company stand out from the crowd. Why should someone work for you? What benefits does your business offer, and how can you communicate these to potential employees?

It is vital to ensure that you can attract millennials and gen Xers because they will replace retiring baby boomers (ages 50-66). If businesses cannot find, hire and retain enough people in the younger age groups to replace workers in the older age groups who are retiring. They will face a severe skills shortage.

Looking for the perfect candidate can be challenging. But using the tips in this blog post will help you get started on your search. That way, you can quickly identify candidates who are a good fit for your company’s needs!

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