If you’re looking to fill an open position at your business, the Internet can be your best friend or your worst enemy. On one hand, the Web enables your search for a candidate to expand beyond your local area, makes screening candidates easier than ever, and streamlines paperwork and HR duties related to onboarding. Taking the recruitment workflow digital at one or multiple key stages can make hiring easier than ever before and eventually secure you more qualified and passionate employees.
However, that outcome hinges largely on using the right digital tools at key stages of your recruitment, hiring, and onboarding processes. Throughout this article, find tools and resources for digitizing recruitment and onboarding at different stages of the process.
1. Finding Candidates
When it comes to finding candidates to fill a key position, LinkedIn was the first digital tool recommended by CIO magazine.1 Even without posting a job, a recruiter can search key terms and review the online resumes of hundreds of professionals. In fact, as social media like LinkedIn becomes more established, industry experts like Haystack Job Search CEO Marley Dominguez believe recruiters will need to contact “passive candidates” far more often2—those who aren’t looking for a new job may still be open to the potential of your position if a recruiter contacts them. A 2015 survey by Glassdoor found that 84% of employees would be willing to leave their current job if another company with an excellent reputation offered them a job.3
Outside LinkedIn, sites like Monster, Indeed, and ZipRecruiter have also established themselves as virtual household names when it comes to job searching. Most require those seeking out candidates to pay to post jobs. Though each interface is slightly different, they will all require similar information when a user wants to post a job; job title, job description, and any requirements and prerequisites. Some, like LinkedIn or Indeed, offer the opportunity to list the salary range for the position. Outside the opportunity to post the job for all users to find, these sites also permit the potential employer to look through the profiles and resumes of job seekers or passive candidates to find people that might be a good fit for the position.
While the process of posting the job is similar across these sites, each has its own unique strengths and benefits. Sites like Indeed and Monster may be more likely to lead you to active job seekers, since individuals have to log in, create a profile, and upload their actual resume to be featured on the site. However, those resumes and profiles may also be outdated. LinkedIn, as a social media network, is more likely to reflect a candidate’s current state of employment and experience, though it’s also far more likely that you’ll be finding passive candidates by searching LinkedIn.
Your budget will likely be another strong factor in determining which tool is a good fit for you—some, like Indeed, Craigslist, and US Jobs charge $10 to 25 per job posting, while others like Monster or Careerbuilder charge $150 to 200 or more.4 There may also be industry-specific sites where you can advertise the position.
2. Managing and Screening Candidates
Many hiring managers or business owners today turn to online tools to streamline the process of collecting and even screening applicants’ information. Tools like RecruiterBox, Jobvite, and CATS can interface with job posting sites to collect applicant information and uploaded documents. Each has its own unique functionalities that tend to suit different hiring processes. RecruiterBox allows different individuals on your existing team to be assigned recruitment-related tasks to keep everyone accountable, and appears from testimonial to be great in high-volume hiring situations like opening a new store.5 Jobvite is a hub for all your social media accounts that allows recruiters to save talent pools and integrate their activity in groups with recruitment. Jobvite also features a video chat service for long-distance interviews.6 CATS has an in-program calendar to track upcoming calls or interviews and also offers lots of intuitive options in the way of custom questionnaires and keyword screening.7
Choosing the right applicant management and screening tool for your business can be a challenge, but it gets easier when you determine what your biggest pain point is. If it’s coordinating a team of five hiring managers, software that prioritizes organization like RecruiterBox might be a good fit, while those who want to ensure candidates are screened carefully may prefer CATS or another option.
3. Onboarding and Retaining Candidates
But once the perfect candidate has finally been found and accepted an offer, the process isn’t over—not by a long shot. About 31% of recruiters blame a lengthy hiring process for staff shortages at their company. In 2015, the number of candidates who turned down job offers because they’d already accepted another position rose 10% over the course of the year, from 37% in the early months to 47% by year’s end.8 After a position has been offered, the process of any background screenings, contract signings, or other back-office bureaucracy needs to be handled as quickly as possible.
A survey of search results for HR software conducted by softwareadvice.com revealed that Zenefits, Oracle, and Workday are the three most-searched providers of hiring and HR management tools.9 Zenefits is designed to make onboarding as easy as possible—employees sign all forms online, and for HR managers, the process to start onboarding is simple. Another major benefit of Zenefits is they do not charge users to manage their company’s health insurance benefits through the software.10 Oracle offers both Talos and Peoplesoft as HR software options, both with capabilities to recruit, onboard, and develop employees through training. The main difference between the two is that Talos is cloud-based, and therefore more friendly to mobile workers. With either Talos or Peoplesoft, employers can onboard faster by creating training modules for new hires to access and complete remotely, with their results displayed in real-time.11 12
The average US company spends around $4,000 to fill an open position.13
Trainings are essential for a new hire, but so is making them feel loyal to their new employer, which is why HR software increasingly includes a social component or integrates with software like Slack. Onboarding your new hire not just in skills but also in spirit is critical during the first 120 days of their employment.
Making that spend multiple times on the same position because a new employee doubts their decision and goes elsewhere isn’t something any savvy owner or hiring manager wants to do. Online tools like shcBOND’s Employee Attachment Inventory can measure how loyal your new hire is becoming.14
From the initial process of finding qualified candidates to bringing them onboard at your company, online tools can help streamline your hiring process and improve its outcomes. You may only need to use the Internet for one or a few of these tasks, like collecting resumes, or you may want a fully integrated online application, hiring, and tracking process. To sort through the many options and find your best fit, identify the pain points of recruiting and hiring that sting the most, and look for the solution that relieves them. Believe us—it’s out there.