Technology is transforming the way recruitment businesses operate, opening the door to new ways of working, driving efficiencies and making the whole process a seamless experience for, recruiters, clients and candidates.
Whether your agency is an early-adopter, or you’re a little more set in your ways, it pays to know what the options are and how they could provide you with a competitive edge.
So, what are the standout recruitment technology - ‘rectech’ - trends to look out for?
How are forward-thinking agencies capitalising on them? And what new innovations could be on the horizon?
Artificial Intelligence (AI) has been a gamechanger for the recruitment sector and it’s use is set to rocket. It is helping teams stay ahead of the curve, accelerate the search for talent, overcome core challenges, eliminate repetitive tasks and streamline their systems and processes.
Using AI to automate key administrative tasks can save time, while helping ensure all recruiting and onboarding procedures are consistent and no opportunities are missed. Crucially, it can help recruiters work smarter by allowing them to redirect their time and energy where it’s going to be most beneficial.
One popular choice for larger agencies is Sourcebreaker, software which can automate recruiters’ workflows, helping them find quality candidates and then providing them with perfectly matched opportunities.
The phrase ‘rectech stack’ is somewhat of a buzzword amongst recruiters right now. Put simply, it refers to how different technologies can be used at each stage of the recruitment process, to help optimise an agency’s performance and results.
It may involve using tech to bolster lead generation, secure new clients and even to spot opportunities to grow new business from existing clients. It can also support front end candidate attraction and help with sourcing and resourcing candidates, including finding and accessing new talent pools, such as through platforms like LinkedIn.
A well thought through rectech stack should make life easier for the agency. For example, on the new business side of things it should help generate a steady stream of inbound leads, so you’re not always needing to push messages out there.
The digitalisation of the recruitment sector is already well underway and if there’s one thing that the recent pandemic has shown, it’s that those recruitment companies who were already using a cloud-based CRM had given themselves a clear advantage. They could adapt quickly with minimal disruption to their operations and focus on the other pressing challenges instead.
But the benefits of working in the cloud aren’t just helpful during times of lockdown - being able to access secure systems, from anywhere, and at any time, is the future. Cloud-based CRMs are constantly evolving and recruiters are set to benefit even more from their increasing capabilities.
One of the biggest needs and requirements for recruitment agencies is that any CRM they choose must fully integrate with other platforms that are in use, whether that’s video interviewing software, personal profiling or even psychometric testing most commonly associated with senior appointments. Some of the most popular CRMs currently around today are Vincere, Bullhorn and Access.
Video is increasingly being capitalised on by recruiters as a powerful tool with multiple different potential applications - and that is only likely to increase.
According to Hinterview, video recruitment software can be used to improve the candidate experience, streamline the hiring process and offer a premium service to clients.
Some popular uses include: the creation of new business marketing approaches and personalised videos for clients, designed to increase engagement and memorability; the recording and sharing of two-way videos with clients and candidate; and recording candidates answering set questions to further enhance the recruitment process for hirers.
Other popular recruitment video interviewing providers include Odro and Cammio.
Another area where forward-thinking agencies will increasingly be capitalising on tech, is in managing and streamlining the complex back-office function. From timesheets, to invoicing and compliance, the right tech can help make the whole process transparent and professional for recruiters, clients and contactors.
For example, at 3R our comprehensive, automated all-in-one-solution was designed by recruiters, for recruiters. Our back-office and funding platform provides our customers with everything they need, including a unique aged debt report showing which invoices are outstanding, who pays well, and other data designed to help agencies grow and stay within their agreed credit limits.
Having visibility of the ‘big picture’ and KPIs is vital for any recruitment agency that’s looking to grow but with so much potential data being generated, it’s not always easy. That’s where tailored dashboards come in and they’re getting more sophisticated by the second.
A recruitment agency dashboard basically acts as a central hub of real-time information that agency owners can use to quickly see how their business is performing at any given time. Their use can save recruitment agency directors and their team’s precious time. They can provide vital information that can be used to make informed decisions about the business, as well as highlighting new opportunities and flagging up potential issues.
Directors can make their management decisions based on accurate, real-time data, while consultants can see exactly what’s happening with their pipeline and targets.
Popular options right now include Access and Influence It.
It’s thought that machine learning could help improve the quality of the recruitment process by removing bias and helping find people with profiles and skills who may otherwise have been overlook.
Hirers may increasingly focus on skills and attitude, versus experience, leading to an increase in the use of assessment software for candidates and presenting an opportunity for recruiters to help show they’ve found clients a perfect fit.
And finally, the mass adoption and popularity of remote working, which has been turbocharged by the various lockdowns, is throwing the door wide open for talent pools to go global. Recruiters and clients may no longer be fixed on local, or even national candidates, creating a whole world of possibilities – and tech can make it happen.