Amazing Recruiting Tools Every Hiring Manager Needs

The cost of hiring a new employee is about $4,000 and takes about 42 days (that time is a cost of its own). Yet, if you’re in charge of hiring, you don’t need anyone to tell you the costs of finding employees. You know it first hand. You’re probably shelling out money to pay for job listings, recruiting, and interviewing in an attempt to recruit the ideal employee.

You can’t avoid the hiring process, but with better recruiting tools, you can shave time and costs off. There’s no shortage of recruiting tools out there, but here are a few to help you improve your process.

1. Chat-bots

Let’s talk automation right out of the gate, specifically artificial intelligence (AI) and chat-bots. If there was ever a way to reduce the time and cost, it is through intelligent automation.

A chat-bot is a simple program that uses messaging services to perform simple tasks or respond. A recruitment chat-bot is the same, except it is fine tuned to recruitment purposes. It can respond to potential hires during off hours, answering their questions even if your business is closed. It can help screen hires at the top of the funnel so that those who continue in the process are the best suited for the position, or have their questions answered so they know if they are still interested and want to continue working towards being hired.

There are lots of tools available that use AI for recruitment. Depending on what you need based on customization and pricing, you might find Ideal, jobpal, Mya or GoHire he perfect chat-bot tool for you.

2. Sourcehub 

Social media, particularly LinkedIn, is a great place to find and recruit employees. Data about a person’s skills and interests is organised alongside contact information. The problem comes in the sheer number of social networks, and the time it takes to make specific searches on each of them.

Instead of painstakingly searching individual social networks for potential employees in which you use a mix of Boolean terms to winnow results and end up spending hours on each social network, Sourcehub makes it easy through a more automated search tool.

With Sourcehub, you can search nearly 15 different social sites, including Facebook, LinkedIn, and Twitter. Enter words and phrases associated with your job opening, add in the skills you’d like the potential hire to have, the location of the job, the social networks you want to search, and boom: you get results.

Go to one place, search many places. Save time.

3. Contact Out

Ever find the perfect employee and then struggle to contact them? Or perhaps you’ve sent them a message on a social network’s messaging system and they never saw it or never responded.

Contact Out is a Chrome extension that makes it easy for you to find the email addresses of people. For recruitment purposes, this can be useful.

When on LinkedIn, Contact Out shows an overlay of contact information for the profile you’re viewing. You can send a direct email rather than a LinkedIn message. Which, according to the developers, will improve your response rate. Contact Out will also search other social sites and locations on the web based on parameters.

Contact Out is similar to Connectifier, which is an extension that is now part of LinkedIn, improving the experience of looking for candidates on the most popular social media network for job recruitment.

4 Hiretual

For larger businesses, it is helpful to connect the contact information you gather with the next steps in the recruitment process.

Similar to Contact Out in some regard, Hiretual helps recruiters with direct contact (email and phone) instead of relying on the messaging systems in various social networks. However, Hiretual doesn’t stop with just gathering contact information. As an added bonus, Hiretual has features that allows for a streamlined recruiting system that makes it easy to track the full recruitment process. You can easily stay on top of the process from initial contact all the way through.

5. Textio

The words you use when you write your job advertisements have an impact on who decides to apply. While you may not be slanting a job ad on purpose, certain terms and phrases tend to cue some people to apply and others to pass. If you’re looking for hiring diversity or want as many qualified people to apply for a job as you can, a tool like Textio can help you.

Textio uses AI and augmented writing so you can see what kind of response your ad might have with potential candidates. It alerts you to problematic wording and copy.

Augmented writing relies on lots and lots of data. Textio gathers data from companies and industries across the globe, and then uses this to find language patterns that have particular results. When you use Textio, you get all of this helping you write an ideal ad to attract the best possible candidates.

In a similar vein, you can use a basic gender decoder on your job advertisement copy to make sure your ad isn’t skewed towards one gender over another.

6. Know Your Worth

Most hiring managers have had the sometimes awkward experience of discussing salary and compensation with potential employees. Depending on the personalities of both you and the employee, finding a starting point can be difficult.

Know Your Worth is a tool by Glassdoor that helps users find that starting point based on data collected from millions of job postings and salary information. Users create an account, plug in information regarding skills, experience, and more, and get an idea of where a fair salary might start.

7. HireVue

In situations where you have lots of applicants, it is helpful to use tools that narrow down the pool. By using AI, you can automate this process some and save on time and error. Consider the difference between interviewing and communicating with each applicant, one-on-one, to see how they’d respond in scenarios or whether they had the ability necessary, versus an online survey or questionnaire that automated all of that information.

HireVue helps with initial assessments as well as making the interview process flexible through options such as video interviews. HireView provides you with a custom assessment of each potential candidate. Meaning, your final decision process can happen faster.

Automation takes care of the cumbersome aspect of recruiting, creating a candidate assessment that you can easily review.

Harver is a similar tool, automating the top of the funnel much like HireVue. It matches job candidate abilities and experience with jobs available. It also integrates with other recruitment software, and allows you to customize your frontend candidate experience.

8. Click Boarding

Once you’ve hired someone, the next step is onboarding and training. That’s where a lot of time and expense accumulates for employers as they train in the new recruit. A poor onboarding experience means a poorly trained employee or one who never fully connects with their new position. The worst case scenario is, of course, an employee who leaves not long after being hired. 22% of new hires leave in about 40 days of being hired; that’s incredibly costly!

Click Boarding automates the process through online and mobile tools to be notified of things they need to do. For example, paperwork they need to turn in, handbooks they need to read, and more. These are things that employers often forget to help new hires with, leaving them to figure things out on their own.

Additionally, with online onboarding, you reduce the amount of paper you have to push around. New employee information will be saved in the system and is easily accessible anywhere.

Essentially, the recruitment process entails writing a great job posting, finding qualified candidates, and adding them to the team.

It sounds simple; that, however, is a lot of work. So much time is put into each step, all to winnow it down to a few new hires. While not every business needs the same tools or automation levels, there is something on this list for everyone. Every bit of time saved, and every effort to find the best candidates, helps your bottom line and your culture.