Tools for Recruiters: The Complete List | The HR Tech Weekly®

Tools for Recruiters: The Complete List

Tools for Recruiters: The Complete List

If you want to see the best tools for recruiters in one place, then you’ll love this guide from Talent Hero Media.

There are over 70 free and paid tools designed to simplify your job as a recruiter.

Bonus: Don’t have time to check out all the tools? No worries. Download a free PDF version of this guide right here.

APPLICANT TRACKING SYSTEMS

BreezyHR

ATS
This newer entrant to the ATS market has already earned rave reviews from its loyal user base for its amazing customer support, smooth UI and end-to-end functionality.
BreezyHR

BrightMove Recruiting Software

ATS
One of the few ATS offerings with publicly available pricing, BrightMove is highly touted by its users as responsive to new ideas. In fact, you can suggest new features and vote for them, with the features that get the most upvotes moved into the development queue.
BrightMove Recruiting Software

Bullhorn

ATS | CRM
A staple of the ATS market, Bullhorn has many enterprise customers and large recruitment agencies as customers. It has many fans among those who use it on a daily basis but note that the price point is definitely geared towards larger customers.
Bullhorn

CATS

ATS
Used by both external recruiters and HR agencies, CATS is known for its end-to-end solution that starts with job postings and finishes with analytics on completed campaigns.
CATS

Crelate

ATS | CRM
A combination ATS and CRM, Crelate is lauded for its wide-ranging feature set, modern UI and strong customer support.
Crelate

Greenhouse

ATS
Lauded for its intuitive user interface and beautiful design, Greenhouse receives consistently positive reviews by everyone who adopts it. In addition, they have an iOS and Android app that lets you use it on the go.
Greenhouse

HireHive

ATS | CRM
A low-cost alternative ATS, HireHive excels at automatic job board posting, managing employee referrals and branded career sites.
HireHive

HiringThing

ATS
A full service solution for both external and internal recruiters, HiringThing offers best-in-class customer service and quick turnaround on new features requested by its users.
HiringThing

JobAdder

CRM | ATS
JobAdder is a CRM and ATS in one and is well known for its range of mobile apps that let you access the platform from any device.
JobAdder

Jobscience

ATS | CRM
Marketed as a sales, recruiting and back office system in one, Jobscience receives excellent reviews from the external recruiters who use it.
Jobscience

iCIMS

ATS
Founded in 1999, iCIMS is a tool that is widely used by both recruiting firms and internal recruiters. Given its longevity, it is clearly well liked by many although there are some who complain that it could use a refresh.
iCims

Lever

ATS
Considered one of the top ATS tools, Lever has features such as one-click sourcing, two-way email sync, and @-mentions that you will not find in many of their competitors.
Lever

Loxo

ATS | Sourcing | CRM
The feature that sets this ATS apart from its competitors is Loxo AI, a proprietary intelligent sourcing assistant that helps you find the top talent for your role while you spend your time elsewhere.
Loxo

OpenCATS

ATS
Although it does not have the prettiest user interface, it does have one feature that sets it apart from every other ATS on the market – it’s free. As the only open source ATS currently available, users (at least those with development backgrounds) can have direct input into new features without paying a dime.
OpenCATS

PCRecruiter

ATS | CRM
One of the earlier entrants to the ATS game, PCRecruiter, founded in 1998, receives positive reviews from its dedicated user base for its customer service and willingness to continually update the product.
PCRecruiter

Recruitee

ATS
Known for their incredible customer service (their founder replies to emails on Sundays), Recruitee takes collaborative hiring to the next level: everyone in your team from the least tech-savvy to the most nerdy can work on hiring together with this cloud-based ATS. In addition, Recruitee provides beautiful careers sites for your employer brand as well as candidate-friendly application forms that you can fully tweak.
Recruitee

Workable

ATS | Sourcing
Workable is noted for its full feature set, easy learning curve, top notch customer support and a new sourcing tool called People Search. They also offer a $50 per job per month plan for recruiters who have less burdensome hiring needs.
Workable

CONTACT FINDERS

AmazingHiring

Contact Finders
Geared exclusively towards finding technical talent, AmazingHiring scours Github, Stack Overflow and Kaggle profiles to find potential candidates, including those who do not have a LinkedIn account.
AmazingHiring

ContactOut

Contact Finders
Considered the best by some, ContactOut touts that it can find 2x more emails than the competition and given that it offers 100 free credits per day, there is not much risk to test out their claim.
ContactOut

Hiretual

Contact Finders
A free Chrome extension, Hiretual is raved about by sourcers and recruiters for its ability to consistently cut down on the time required to find talent and their contact information. It is free for 15 contacts per month before increasing to $59 per month (billed annually) for 200 contacts per month.
Hiretual

Hound by Jobjet

Contact Finders
Working only on LinkedIn, Hound will find email addresses and phone numbers but can get expensive for those who search a lot.
Hound by Jobjet

Hunter

Contact Finders
Hunter is a bit different than other email sourcing tools as it can find all available emails on a given domain and also verify emails, in addition to the features you expect from a standard contact finder.
Hunter

Lusha

Contact Finders
Limited to 5 free phone numbers and emails per month, Lusha gets positive reviews by many but you will have to pay to get full use of the product.
Lusha

Nymeria

Contact Finders
Focusing on finding emails associated with LinkedIn and Github profiles, Nymeria has two simple and reasonable pricing options – free for 300 emails per month and $9 per month for unlimited emails.
Nymeria

Prophet

Contact Finders
Prophet is a Chrome extension that allows you to visit the Twitter, Facebook or Google+ page of a person and find emails and phone numbers. It comes with 15 free credits per day and you can get more by sharing data with the community or purchasing them. Note that the company does not have a website.
Prophet

SourceHub by SocialTalent

Contact Finders
SourceHub is a clever tool that helps you construct boolean search queries by combining synonyms for the job title, skills and location you enter.
SourceHub

CANDIDATE RELATIONSHIP MANAGEMENT

SugarCRM

CRM
An open source and developer-friendly CRM, SugarCRM is a great solution for the recruiter who knows they need to keep better track of their contacts but does not want to break the bank.
SugarCRM

Vincere

CRM | ATS
Marketed as a combination CRM and ATS, Vincere allows you to search for and manage candidates, create fully-branded microsite job boards and post your jobs across the Internet.
Vincere

INTERVIEWING

GreenJobInterview

Interviewing
Whether it is face-to-face or one-way interviews, GreenJob offers the solutions you need for your video interviewing needs.
GreenJobInterview

Interview Mocha

Interviewing
Interview Mocha has over 1000 skills tests that you can use early in your interview process to determine which candidates have the required skills.
Interview Mocha

Interview Stream

Interviewing
Interview Stream’s Hire platform allows you to set up screening interviews using a library of questions and pre-populated media, or face-to-face live interviews.
Interview Stream

Odro

Interviewing
Odro is online meeting software for the techphobics of the world. With no downloads or installs, this tool should work well for interviews, especially those that may require screen sharing.
Odro

sparkHire

Interviewing
sparkHire has a full range of video tools to help you optimize your interview process including one-way interviews, interview evaluation, interview scheduling and a mobile app.
sparkHire

RECRUITMENT MARKETING

Beamery

Recruitment Marketing | CRM
Beamery connects to all of your other recruiting systems and gives you one system to manage and engage every candidate that touches your brand – past, present or future. They help companies nurture passive talent and build a pipeline for future roles.
Beamery

Clinch

Recruitment Marketing | CRM | Sourcing
Clinch is a robust platform that combines recruitment marketing, a CRM, employer branding, and sourcing tools in one end-to-end solution. Features include a career site and landing page builder, social and email integration and robust analytics.
Clinch

Jobvite

Recruitment Marketing | ATS
Serving a range of customer sizes from startups to enterprise customers, Jobvite offers tools that go beyond your typical ATS including Jobvite Refer (tool for sharing job openings in your employees’ networks) and Jobvite Video (on-demand video interviewing).
Jobvite

Phenom People

Recruitment Marketing

Offering many features similar to its competitors, Phenom People’s main differentiator is its unique ability to turn visitors to your career site into potential applicants even if they don’t fill out your job application.

Phenom People

SmashFly

Recruitment Marketing | CRM
SmashFly’s Total Recruitment Marketing Platform and Services proactively markets an employer brand and jobs through every recruiting channel using marketing automation technology and modern marketing practices. It empowers companies to attract the right people to their organization using the art and science of fit, enabling companies to generate leads and nurture relationships to hire faster and more cost-effectively. It is ATS-agnostic, integrating with your current system to provide a complete view into the candidate journey, from first source all the way to hire.
SmashFly

SCHEDULING

10to8

Scheduling
The free plan of this tool should be sufficient for many recruiters as it allows for 100 appointments per month and includes SMS notifications, a feature not offered at the free level by any competitors.
10to8

Calendly

Scheduling
Loved by its users for its simplicity and rock-solid integration with all popular calendars, the free version of Calendly will be sufficient for many recruiters who want a simple scheduling tool that reduces back-and-forth emails. The paid version can be integrated with additional tools you might use such as GoToMeeting and many CRMs.
Calendly

ScheduleOnce

Scheduling
This is a tool for the recruiter with more complex scheduling needs. The higher-priced tiers, while slightly expensive compared to the competition, have features such as pooled availability and master booking pages, that are ideal for environments where you will be scheduling more than just one-on-one meetings.
ScheduleOnce

SimplyBook.me

Scheduling
Known for its robust feature set, SimplyBook.me has a free tier that may be suitable for some recruiters.
SimplyBook.me

TimeTrade

Scheduling
TimeTrade invented the online appointment scheduling industry in 1999. The company’s secure, cloud-based solution meets the customer and client engagement needs of large enterprises as well as mid-size and small businesses. Thousands of companies—including 500 of the world’s top brands—rely on TimeTrade’s technology for their scheduling needs.
TimeTrade

Vyte

Scheduling
With almost all features available to free users, Vyte is an excellent option for recruiters with more basic scheduling needs.
Vyte

YouCanBook.me

Scheduling
While the free version of this software is not heavily advertised on their sign up page, it may have enough features to tide you over until you want to pay for more advanced tools such as appointment reminders, padding appointments and Zapier integration.
YouCanBook.me

SCREENING

OnboardIQ

ScreeningATS
Focusing on the hourly workforce, OnboardIQ is an ATS that helps you automate interviews, background checks and document collection.

Outmatch

Screening
Outmatch is designed to predict how candidates will perform and has tools such as job-fit assessments, behavioral interviewing, and online reference checking.
Outmatch

SkillSurvey

ScreeningSourcing
SkillSurvey is a multi-purpose tool designed to assist with referencing checking and sourcing via referrals.
SkillSurvey

Social Intelligence

Screening
Similar to a criminal background check, Social Intelligence uses a combination of technology and trained analysts to screen candidates online records for unlawful or inappropriate behavior.
Social Intelligence

Sterling Talent Solutions

Screening
Founded in 1975, Sterling Talent Solutions is a full service screening and on-boarding solution that offers plans including pre-hire background checks and drug testing and post-hire employee audits.

Weirdly

Screening
Weirdly offers a customisable quiz to rank candidates against your ideal fit. It can act as a stand-alone, light-ATS or be integrated into your current recruitment process.
Weirdly

SOURCING

Broadbean

Sourcing
Broadbean is a straightforward job distribution and sourcing tool that focuses on doing a few tasks really well.

Crystal

Sourcing
Crystal scours the Internet for every piece of information on your candidates and coaches you on how to write emails that are tailored to their communication style. This ensures that the people you find for your client are more likely to respond.
Crystal

Entelo

Sourcing
The Entelo platform uses big data, predictive analytics and social signals to help recruiting organizations find, qualify and engage talent.
Entelo

Headreach

Sourcing
Officially marketed as a LinkedIn-based lead generation tool, Headreach can also be used effectively to find the emails and social profiles of potential candidates.
Headreach

Hello Talent

Sourcing
This sourcing tool allows you to build talent pools collaboratively that can then be sent straight to your ATS. Best of all, it is free for 2 pools.
Hello Talent

HireKeep

Sourcing
Post your job on HireKeep and their algorithm will determine which candidates meet the “affinity threshold” to match with your company. The software will even schedule interviews with those who have matched.
HireKeep

HiringSolved

Sourcing
HiringSolved offers features that are not common in sourcing tools including Diversity Search (a tool to help increase workplace diversity), Scan (automatic updating of outdated records in your ATS and CRM) and Verticals (algorithms designed to find candidates in specific industries).
HiringSolved

Ideal

Sourcing
Typical sourcing tools force recruiters to do tedious, time-consuming tasks such as resume screening and keyword-based searches. Ideal uses artificial intelligence to automate sourcing, resume screening, initial candidate outreach and even interview scheduling.
Ideal

Joblyon

Sourcing | ATS
Joblyon has a strong focus on on creating beautiful job postings that will be readily shared on social media.
Joblyon

Leoforce

Sourcing
Their flagship product, Arya, uses artificial intelligence to identify talent that not only has the right skills but also is aligned with the corporate culture.
Leoforce

Recruit’em

Sourcing
Recruit’em is a powerful free search tool that lets you use Google to search for profiles across various platforms including LinkedIn.
Recruit'em

Simppler

Sourcing
Calling themselves a “data driven employee referral platform”, Simppler helps employees of a company find candidates for open positions within their own networks.
Simppler

Talemetry

Sourcing | CRM
Talemetry integrates with your ATS and allows you to post job ads, source candidates, build talent pipelines and manage candidate relationships in a single platform.
Talemetry

TextRecruit

Sourcing | CRM
TextRecruit lets you manage communications with your candidates over text, increasing interaction rates significantly.
TextRecruit

OTHER

Boomerang

Other
Boomerang allows you to schedule emails to be sent later and reminds you about old emails that you have archived, ensuring that you never forget to respond to a candidate or client.
Boomerang

Data Miner

Other | Sourcing
A data scraping tool like Data Miner can be used in many powerful ways by a recruiter. For example, if you need Javascript developers, you can find a list of conference attendees for a Javascript conference, scrape the data and upload it to your CRM or ATS.
Data Miner

IFTTT

Other
Although not specifically geared towards the recruiting market, IFTTT lets you create “applets” that combine different services together. For example, you can get an e-mail notification when a LinkedIn contact changes jobs.
IFTTT

Populate

Other
Populate keeps headcount data in one place so that managers and stakeholders can review and approve headcount or budget changes and you can review your analytics to help with your comprehensive HR strategy.
Populate

Zapier

Other
Calling themselves “automation for busy people”, Zapier lets you move data between web apps automatically (perhaps a recruitment marketing platform and ATS), saving you time and ensuring data integrity.
Zapier
Bonus: Don’t have time to check out all the tools? No worries. Download a free PDF version of this guide right here.

Source: Tools for Recruiters: The Complete List | Talent Hero Media

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4 Ways Technology Is Changing Recruiting

4 Ways Technology Is Changing Recruiting

VR

Interest in HR tech has never been higher. According to CB Insights, there were over 350 deals and approximately $1.96B invested in HR tech startups in 2016 alone.

Today’s workplaces are being transformed by technology. HR tech specifically is automating and streamlining manual HR practices to become more efficient, cost-effective, and high-performing.

Here are four promising applications of technology that are helping to solve the biggest challenges in recruiting and hiring.

AI for recruiting

Industry statistics estimate 75 percent of resumes received for a role are screened out. This adds up to the hundreds of hours a recruiter wastes reading unqualified resumes per year.

As one of recruiting’s biggest bottlenecks, resume screening is in dire need of better tools to help recruiters manage their time more effectively.

This is why AI for recruiting is the biggest topic in HR tech right now. AI and recruiting are a natural fit because AI requires a lot of data to learn and large companies often have millions of resumes in their ATS.

Recruiting software that uses artificial intelligence can automate the screening process by learning the experience, skills, and qualifications required for the job and then shortlisting, ranking, and grading new candidates who match the requirements (e.g., from A to D).

This type of AI recruiting software can also be used to source candidates from external databases such as Indeed and CareerBuilder or find previous candidates in your existing ATS database by applying the same learning ability to match candidates to an open req.

By automating the manual processes of resume screening and candidate matching, companies who use AI recruiting software have reduced their screening costs by 75%.

Automation for candidate scheduling and outreach

According to SHRM, the average time to fill is 41 days. With LinkedIn reporting hiring volume is up 11% this year but only 26% of recruiting teams growing in headcount, interest in recruitment automation is only getting get stronger.

Today more than ever, finding top talent will depend on a recruiter’s ability to intelligently automate their workflow.

Recruitment automation can enhance a human recruiter’s capabilities in multiple ways. Low hanging fruit include automating your candidate outreach with tools that allow you to auto-email and auto-text interview requests to candidates your screening tool identifies as good matches (e.g., all candidates graded as an A).

These outreach automation tools help recruiters reduce their time to fill by integrating with major email and calendar providers and automatically finding time slots when the candidate and the interviewer are all free to meet.

VR for job testing and training

Another technology getting a lot of attention is Virtual reality (VR). VR is a realistic simulation of a three-dimensional environment that you control with your body movements.

A survey by Universum found that while 3% of people use VR currently, about 30% think that it will transform their workplace in the next ten years.

The most promising applications for VR in HR are candidate testing and training. Employers can use VR technology to create more realistic job tests to assess a candidate’s skills and personality. For example, a realistic simulation that tests a candidate’s social skills and problem solving abilities when dealing with an unhappy customer.

A survey by Korn Ferry found that 39% of employers state new hires leave within their first year because the role was not what they expected. VR could be an intriguing tool to help reduce employee turnover by provide candidates with a more realistic preview of what a day on the job would look like and get a better sense of the company culture.

The same technology can be used during new hires’ onboarding and training process. High-stakes environments such as hospital trauma bays are already employing VR technology to train residents.  

Wearable tech for engagement and productivity

According to Deloitte, one of 2017’s biggest HR trends is employee engagement. To help improve engagement and productivity, employers are starting to use wearable tech that tracks employees’ behaviors to learn more about how they communicate and interact at work.

Wearable tech such as digital employee badges are being used by companies such as as Microsoft and the Boston Consulting Group to track employees’ physical office movements, who they talk to, and the amount of time they spend talking to others.

These types of wearable tech collects data to provide employers insights to help optimize their physical office spaces, understand their employees’ communication styles, and manage team dynamics. The hope is these insights can help managers identify their employees’ needs and re-organize teams for better collaboration.

In the future, wearable tech may be used in the recruiting process to provide insights into a candidate’s personality and emotions during a pre-screen or interview.

About the Author:

Ji-A Min, Head Data Scientist at Ideal

Ji-A Min is the Head Data Scientist at Ideal, software that uses artificial intelligence (AI) to automate time-consuming, repetitive tasks and quickly move top candidates through the recruiting funnel.

Ideal’s AI can instantly screen and shortlist new candidates, uncover strong past candidates that are a great fit for a new role, and initiate candidate contact – all within your existing ATS. Learn more at Ideal.com.

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Reducing Hiring Chaos for Small Business

Written by Simon Bouchez, CEO of Multiposting, an SAP Company.

Reducing Hiring Chaos for Small Business

I want you to imagine that you’re the owner of a small business. An accounting firm, for example. You want to hire a bookkeeper, so you post an ad on a few job boards. The next thing you know, you have 75 emails in your inbox. Now you have to figure out a system for tracking all these candidates, storing their information and applications, ranking them, coordinating interviews, saving feedback from coworkers, and on and on. Doesn’t look like you’ll be doing any accounting this week!

As the CEO of Multiposting, an SAP company specializing in recruitment technology, it is my job (and my passion) to understand the dynamics of the job market and develop solutions that make recruiting easier. I have the pleasure of speaking often with companies, both big and small, about their hiring process. While large enterprises struggle to hire globally and locally, and to navigate the waters of job networks, small companies are facing recruitment chaos. Often times hiring becomes the job of the operations person or hiring manager and it is just one part of their job. The hiring process is usually quite manual, time-consuming and unorganized.

As we were developing our flagship product, Multiposting, we set out to also help address this struggle in the small business market. When we joined SAP in 2015, we were given the support we needed to take this passion project forward into market. I’m proud to introduce to you WorkConnect by SAP, a recruiting tool that helps remove the stress of hiring with easy job postings and candidate management.

From Chaos to Calm

WorkConnect simplifies the hiring process by enabling you to reach dozens of job boards, track and manage candidates, and easily collaborate on team feedback – all with one tool. We’ve integrated with leading job boards so you can just post your job once and it automatically reaches multiple boards. This makes the process of sharing a job post much less manual and saves hiring managers significant time.

One of the most difficult things about hiring is managing the influx of applications and tracking candidates through the hiring pipeline. Typically, small businesses use spreadsheets to manage candidates and it is time-consuming, manual, error-prone and difficult to collaborate on. WorkConnect has Applicant Tracking System (ATS) capabilities that keeps applicants’ information organized in a simple interface and allows you to keep track of them throughout the hiring process. Even if you amplify your job post on other networks not integrated into the product, like Craigslist, you can still track and manage your candidates easily through WorkConnect.

Hire as a Team

I think it goes without saying that involving your team in hiring decisions is critical to finding the right fit. But coordinating team feedback is easier said than done. Getting team members to provide feedback after interviews in a timely manner is one challenge, but compiling feedback from email threads, post-it notes, and in-person conversations into one place is even more difficult. WorkConnect is designed to alleviate this organizational stress by allowing colleagues to easily rate and provide feedback all within an organized system. All you need to do is send them a candidate link to coworkers and they have all the information they need on the candidate and a place to easily share their input.

Efficient Recruiting IS Possible

And finally, our pièce de résistance, it’s an easy-to-use cloud-based tool with no training required, simple onboarding, and an even easier purchase process (try free for 30 days or buy online at sapstore.com). WorkConnect is currently available in the U.S., U.K., Canada and France, but we plan to expand into other markets in the near future.

As I mentioned earlier, I’ve heard the challenges of hiring for small businesses and I’ve experienced them in my own career. I empathize with the hiring chaos and I think this solution will make the process easier and faster so your team can focus on finding the right talent that will drive the success of your company. Let’s be honest – recruiting is not only fundamental to your business because you are sourcing top talent, it’s also a big investment. So optimizing that cost through a more efficient process is also an important matter for business. With WorkConnect, improved efficiency is affordable, especially compared to other recruiting solutions.

If you want to learn more about WorkConnect by SAP, I’ll be discussing and demoing the solution at HR Tech World in London March 21 - 22. I hope to see you there!

About the Author:

Simon Bouchez, CEO of Multiposting, an SAP Company

Simon Bouchez is the CEO of Multiposting. Founded in 2008, the Paris-based company was acquired by SAP in November 2015. Simon is now a member of the SAP SuccessFactors Product leadership team and holds a Master’s degree in Management and Entrepreneurship.

Multiposting provides innovative sourcing technologies to more than 1,200 blue-chip companies in more than 50 countries. Its flagship product – now called SAP SuccessFactors Recruiting Posting – allows companies to distribute their jobs online on more than 4,000 websites (job boards, social networks, etc.). 50+ million jobs have been posted with Multiposting’s technology over the past 5 years.


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Train Wheel

Reducing Friction is a Game-Changer for Trains as Well as Executive Recruiters – Who Knew?

Trains and High Speed Rail – The Way to Go

Trains have always been fascinating to me since I was a little kid. I used to commute from south of Seattle to downtown for work and I would take the Sounder Train in. The Sounder provided a comfy ride and saved me the headache of fighting horrific Seattle traffic. Really glad Seattle has this commuting option as it has lead to reducing friction for my commutes. In our ongoing “Be the Grease” series this article will show the parallel between executive recruiters and train lubricants. Who knew they had anything in common?
For several years now, High Speed Rail has been discussed as a transportation alternative. High speed rails is up and running and links together dozens of cities. Technology in this sector is booming and having a profound positive impact on helping fight gridlock traffic around the world.

According to a recent article in Evolution the railway industry is gaining momentum worldwide and looking to make a comeback. There are many reasons for this including, “…environmental challenges, availability of energy and the growing congestion in major cities.” Also, “the cost of investments in road infrastructure is also contributing to an increasing awareness of the capabilities that rail transport can offer to support a sustainable world.”

Reducing Friction is Crucial to Keep Trains in Tip Top Shape

Train Friction
Friction Reduction Is Critical for Trains

Interestingly, one issue that train manufacturers have to contend with is the wear and tear on their railway vehicles. As noted by Evolution, “The friction at the contact area between the wheel flanges of railway vehicles and the rails determine wheel and rail wear. Vehicle and track maintenance intervals are strongly determined by this wear process and dramatically influence the life-cycle cost of the total vehicle and the track.”

What is more, “Considerable energy savings can be achieved by reducing friction in these contact areas. This friction has to be considered, as it occurs on all wheel flange contacts in the train, on every journey and every day.” How is this friction reduced and the trains kept “running on time”? Why the use of a lubricant? Because, “The lubricant, sprayed on the wheel flanges of the first axle in the direction of travel, is transferred to the rail face, thus lubricating the following wheel flanges.” By reducing the friction the trains last longer and are more efficient.

Clearly, reducing friction is critical to keeping railway vehicles in excellent working order.

Reducing Friction is Also Critical for Executive Recruiters

Executive Recruiting
Relationship Management Software Should Reduce Recruiting Friction

In a similar way to trains and high speed rail, executive recruiters are tasked with ‘greasing the skids’ between their network of amazing candidates and their clients who have jobs to be done. Or another way of putting it: Executive Recruiters need to find as many tools as possible to ‘reduce the friction’ between candidates and potential employers. Sources of friction in recruiting can derail successful placements. Things like not being personable, approaching candidates at the wrong time or with a flawed strategy, or losing track of their career trajectory can be deal killers.

One way to help mitigate the friction and ‘grease’ the pathway? Have a solid Applicant Tracking System (ATS) or even better a Talent Relationship Management Solution (TRM) that is tailored to help recruiters stay connected to their clients and their customers.

Testimonials from Crelate Users

Over the years we have had dozens of great conversations with our users, many of whom are executive recruiters, and they have told us what tools they need. Incidentally, a significant percentage of our feature updates have resulted from listening to what recruiters need to do their jobs better. A sampling of their comments helps tell the story of what they value and what they need and, even more importantly, how Crelate helps solve their challenges:

Best thing about Crelate is if I put data in, I can get the data out. Our people are maniacal about updating information and managing that because it’s invaluable to have that information. It’s a great CRM, but is a great rolodex tool.

I do some programmatic recruiting for a client that I’ve worked with for a decade. But my first conversation with these guys was 5 years ago. I’ve managed that relationship in Crelate and kept track of them; so when we talk, I can ask a team member about their wife or kid’s soccer games. You build a familiarity and a trust when you remember these things and track them.

It’s a great product to help you take the relationship to a deeper level. At the end of the day that’s what recruiting is: do the candidates trust you and do the clients trust you and do you take ownership for the success of the fit?

Talent Relationship Management Software a Game-Changer

Additionally, one of our executive recruiters told us they have 55,000 people in their database and 8 people in the firm building direct relationships with these talented people. In order to effectively manage this many folks it’s absolutely critical that your software solution is up to the challenge. This recruiter noted:

A lot of people think it’s lunches and cocktails and golf – this is a hard business. You have to be personable, intuitive, have to be able to sell, dissuade, discern why someone is right or wrong. Your job can’t be to close a transaction, you have to be a great matchmaker.

This last statement is so critical – Your job can’t be to close a transaction. You have to be a great matchmaker.” In order to be the best ‘matchmaker’ you can be having an awesome Talent Relationship Management Tool. Given that it is humanly impossible to remember the personal details and work history of 55,000 people, having a tool like Crelate is game-changing.

Executive Recruiters Need Tools for Effective Matchmaking

Executive recruiters can more easily manage their matchmaking by having features like:

  • Adding personal notes to candidate records (that are saved and searchable)
  • Using “Mentions” to build your network of contacts
  • Using “Tags” so you can quickly identify best candidates for open opportunities
  • Having a “Timeline” feature where the candidates’ career journey can be archived

Our executive recruiter Susan is working on finding a great fit for an open Chief Technology Officer (CTO) position and has identified “Dalena Pham” as a potential match. It’s easy to see how Crelate can make the process go smoothly.

Susan Needs a Way to Reduce Friction to Maximize Matchmaking

For Susan Crelate can quickly get her up-to-speed regarding: (1) What Dalena is passionate about, (2) Who Dalena has previously worked with (and can possibly provide solid references), (3) What specifically Dalena’s skills are (by using Tags), and (4) Access to Dalena’s career journey so she can see if a potential match is plausible.

When Susan determines that Dalena is a great fit she can reach out in a phone call or video chat. Susan will then bring a lot of personalization to the interaction. For instance, she could ask her about her work at the Humane Society. She can also ask if she still talks to Aaron, Wilson, Erik and/or Jason. Also, Dalena will send over a current resume and any new skills can be added to her record and tagged. This is just one example of the power of an amazing Talent Relationship Management system for executive recruiting.

Just as the lubricants are important to make the trains run correctly and efficiently – a smooth running executive search firm must have a software solution that edifies their matchmaking magic.

If this sounds like it could help your business goals please contact Crelate's Sales Department and request a demo today!

Source: Reducing Friction is a Game-Changer for Trains as Well as Executive Recruiters – Who Knew? – Crelate

5 Signs it’s Time for an Upgrade to Your Candidate Management System

An Effective Recruiting Solution is a Must for Professional Recruiters

Recent studies show that professional recruiters continue to be in high demand in the U.S. and abroad. Businesses routinely list “recruiting and retaining talent” as one of their top challenges for 2016 and beyond. What is also abundantly clear is that recruiting is constantly changing and the future is clearly digital. Therefore, it is essential to have the best candidate management tools available if in the recruiting space.

What is more, we are seeing that candidates expect a fast/easy application process. Also, a recruitment’s ’employment branding’ is key along with employers needing to focus on ‘passive candidates’ and using data analytics (social networks and other digital profiles) in the recruiting process. A talent management solution should be consistently updating to meet recruiting challenges.

Recruiting agencies, executive search firms, legal search firms, and corporate recruiters if your current Applicant Tracking System (ATS) is proving cumbersome and unusable–this article is for you! Crelate is building software for recruiters that helps them solve their difficult HR Tech challenges.  Five signs it’s time for an upgrade to your recruiting software.

#1 Excel Spreadsheets are the Primary Organizing Tool for Sourcing

Crelate Customers Often Migrate from Excel

Excel is a great product and useful for many important business tasks. However, it isn’t so hot when it comes to organizing a pool of potential placements with all of their pertinent. Dozens of our customers have migrated over from Excel-based solutions and universally they self-describe as a “complete mess”.

Also, recruiting professionals can easily access their database of candidates and get the important information they need to continue connecting the right people with the right opportunities if they have a full-featured product. Endlessly scrolling through Excel columns looking for important data is an incredibly inefficient process. By using a superior ATS recruiters can avoid wasting valuable time.

#2 Candidate Management Tools haven’t been Updated Since Parachute Pants were in Style

Candidate Management Needs Recruiting Software

If your current recruiting software is built on Microsoft Access or requires remote desktop into a remote computer to access there are better options available . In the software business a couple of things are paramount. First, it’s important to have vendors provide new features on a regular basis. Second, the features added to the application should be useful and lessen the friction that often exists between users and technology.

Therefore, new shinny features may or may not make the lives of recruiters easier and more productive. Your candidate management provider should constantly be in conversations with their user community to understand clearly the challenges that recruiters face on a daily basis–and specific ways that technology can lessen the burden. Enhancing the user experience is the goal and having an on-going dialogue makes this possible.

#3 Recruiting Software is Not geared toward Applicant Tracking and Building Relationships

At the absolute core of an effective recruitment software is the ability to easily and quickly help recruiters build relationships with potential customers and clients. Recruiters are in the business of connecting with a lot of people quickly in order to marry the best candidates with the right opportunities. Recruiting solutions need to have efficient ways to track conversations, notes taken, key dates, connections among recruiting communities, and so on. Moreover, it also needs to be accessible as well as available on the go–though mobile and/or tablets. Additionally, recruiters need a Recruiting CRM that will help them track all of their current business relationships with companies. Further, CRM solutions can track future deals that are in the pipeline. Crelate is currently building a CRM to add to our platform.

#4 Clamoring for a Better way to Organize your Work Day

Crelate Helps You be Productive

Recruiters are super-busy and often have several appointments every single day. What you need is an ATS that will assist you in being productive and keeping track of you commitments. Your ATS should provide calendar invitations to everyone on your team and give you notifications throughout the day/week with reminders. Also, it would be great if a recruiting solution could allow users to quickly assign tasks to their team. Furthermore, tasks such as resume parsing, initial meet and greets, phone screens, interviewing, or checking references can be easily managed with Crelate. Consequently, your ATS should make the entire process of recruiting work more smoothly and with less headaches.

#5 Motivated to Explore the advantages of Cloud-based software Over your Old System 

Finally, you may have heard the phrase “Cloud Computing” but are unsure that it means. Cloud computing is based on the internet by allowing users to easily access software through applications built through the internet (as opposed to programs or software downloaded on a physical computer or a server). The cloud is where most of us spend our daily lives. Everything from updating your Facebook status to checking a bank balance is part of being in the cloud. In addition, cloud-based solutions offer: flexibility, automatic software updates, increased collaboration, the ability to work anywhere, document control, and better security. It’s time to upgrade your candidate tracking solution to a cloud-based software and explore the incredible advantages of cloud solutions.

As recruiters continue to make connections for clients and candidates in the digital age, having an effective candidate management tool is going to prove to be critical. Check out what Crelate has to offer by setting up a free demo today!


Source: 5 Signs it’s Time for an Upgrade to Your Candidate Management System – Crelate

Why recruitment software needs to be user-friendly • Recruitee Blog

One day Recruitee had a little surprise in the mailbox. Capterra told us that we’d made it to the top 10 of their Top 20 Most User-friendly ATS (Applicant Tracking Software)!

This means a lot. Not only because Capterra recognizes us! But also because they recognize us for what we’re aiming for – “user-friendly.”

Most of the on-going competitions are about having killer features, or who can get their hands on the hottest technology. Why do we care about “user-friendly”?

Back in the days, we were knee-deep in the hiring chaos. We desperately needed some sort of structure around this hiring thing. We found a bunch of software, but couldn’t figure out any of them. They were too expensive, or too hard to use (imagine working with computers in the 90s). So we opted for building our own recruitment software. (With hindsight, it’s expensive and hard on our side. But it’s all worth it. And it’s another story for another time). We decided early on that we would make Recruitee all about “user-friendly.” Because we, as the first users of Recruitee, as well as the users later on, are…

Busy.

Everyone who has hired can feel the pressure. “Where is that goddamn file?” “The interview is today?” “Who has emailed that candidate?” “What did they say again?” The constant switching between mailboxes/calendars/folders/spreadsheets is killing. A ridiculous amount of your time is spent on retrieving scattered information. Ending this nightmare was the first thing we did. The solution is overviews – one overview for every section in Recruitee. Before you dive into the details, you have a clear picture of what’s going on. When you dive into the details, you can access every data within three clicks. No time is wasted on finding the information, it’s well spent on processing the information.

Living in the 21st century.

We’re living in the age of touch screen, intuitive design, and clean aesthetics. Yet, there is software that looks like computer interface in the 90s. It even requires training before you can click on anything! Frankly, we’re shocked. We remind each other every day that no matter how complicated Recruitee would become, we are going to make it intuitive. Clean interface, useful tooltips. As soon as users are in the software’s environment, they know where to go, and what to do. Not spending 30 minutes finding a button, and definitely not doing that after a week of training.

Unique.

We might have the same problem with hiring, but our context and approaches are different. Can you imagine using software that doesn’t allow you to adjust to your own hiring workflow? No. That’s bad. We fix this by making many things customizable in Recruitee: from careers sites, hiring workflow, screening questions, to hiring roles. It’s a tightrope between enough flexibility and too much flexibility. How do we find the sweet spot? We talk with users, early and often. We spot the behavioral patterns and decide where the line should be. Catering to individuals’ hiring needs is a co-creation process, not a dictation of how to hire.

Collaborating.

Users hire in teams, with each team member plays different hiring roles throughout the process. Recruitment software must be something everybody can work together with, from a junior to a CEO. The silver bullet? Develop every feature from a beginner’s angle. Feedback from new users is integrated into each development sprint. Each pixel must be so simple that users can understand at a glance, not having to contact their tech department to decipher the software every time they want to do anything.

Problem-centered.

Users want to have their hiring problem solved. End of story. Our features are only valid as long as users use them. Once we realized this, there is no going back. We dodge the chase after fads in recruitment software development. Again, by talking with users daily, we assess the needs for key features and focus on making them happen. Users like it that their problems are being heard and worked on. We like it that Recruitee becomes more useful after each update. It’s the goal of building the software, after all. Not because it’s cool and shiny, but because it helps us all hire better.

Hungry.

Users want to have their problem solved. Together with other problems connected to that problem. That means outside the software, and into everything around it. So we create plenty of resources for hiring, write about ways to improve your hiring, along with other content aiming to help you hire better. For example, this video:

“Recruitment software needs to be user-friendly” is a straightforward common sense. But it often becomes secondary to feature requests. Thanks Capterra for putting the spotlight on user-friendliness again! Let us all remember our starting point, and why we need recruitment software, at all.

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