Effective recruiting management can be a significant challenge for many small and medium-sized businesses, with the daunting task of going through a huge pile of applicants and maintaining communication with potential candidates. Companies increasingly turn to technology solutions that automate and refine the hiring process to overcome this. SaaS products like applicant tracking systems (ATS) are specifically designed for recruitment. They cut through the complexity, save time, and ensure a better fit between job vacancies and applicants, all while keeping engagement high and personalizing interactions with each candidate.
Technology is an effective tool; however, it needs dedicated upkeep alongside the time required to be spent with candidates, hiring managers and HR. Experts who can provide support with all this can bring it together with a comprehensive, accessible, managed recruitment program. The benefit to businesses is being able to stay focused on day-to-day priorities while knowing their hiring needs are planned for, talent is hired and onboarded.
Here is a look at how all these elements function and could help your small or medium enterprise (SME) efficiently find skilled talent.
Applicant Tracking Systems (ATS)
These systems are changing the recruitment process for many SMEs. They turn what was once a laborious task into a smooth operation. These systems speed up the process of the sifting through job applications, helping recruiters quickly identify candidates who meet the job’s specific requirements. This saves time and ensures a better quality of hires by matching the right candidates to the right job specifications. ATS platforms also keep potential hires engaged with automated communications. This means improving the overall candidate experience and enhancing your company’s reputation.
ATS’ do require administration and maintenance, so having someone skilled in how they operate can maximize their efficiency and usefulness.
Artificial Intelligence (AI)
If your business integrates artificial intelligence (AI) and machine learning into recruitment, it introduces the potential of automation and smart analytics. For small businesses, AI is best able to help write engaging job posting (using HR-generated job descriptions). It can also power chatbots that interact with candidates early on, enhancing communication speed and overall satisfaction. With each candidate interaction, these technologies fine-tune their algorithms, progressively boosting their precision and value.
AI can save an organization time when used alongside a skilled recruiter who understands how it can help, and where it could hurt. As of right now, AI has limitations in recruitment (for example it can sidestep bias sometimes but also display bias other times) and use of AI should be disclosed when and where it is used in your hiring processes, with many provinces actually legislating this disclosure.
Read: Transparency in Small Business and 5 Tips for Keeping Up with HR Legislation for Small Businesses
Video Interview Platforms
With the rising remote work trend, video interview platforms are indispensable in the recruitment toolkit. These platforms eliminate geographical limitations, allowing SMEs to tap into global talent pools. They enable synchronous video interviews, offering a personal touch similar to in-person interviews without the associated time and cost. This can be a tremendous tool for SMEs.
Besides live interviews, some platforms offer features for recorded interviews where candidates can answer preset questions at their convenience. This flexibility enhances the candidate experience and allows for a more thorough assessment of applicants, ensuring that distance is no longer a barrier to securing top talent. Nearly 50% of job seekers prefer video interviews over traditional face-to-face interviews, reflecting a shift in candidate expectations and comfort with digital communication. 74% of recruiters report that video interviews simplify the process of interviewing and shortlisting candidates, making it easier to manage the recruitment workflow.
Our team loves video however, they also say that with the increase in AI use by candidates, business may choose to opt for some in-person interviews to circumvent a candidate’s use of AI in answering questions. For example, final interviews might be in-person, whereas pre-screens and initial interviews via video.
Skill Assessment Software
This type of software provides recruiters with a data-driven approach to assessing candidate competencies. By administering standardized tests or task-based simulations relevant to the job, recruiters can objectively measure a candidate’s technical knowledge and problem-solving skills. These tools help ensure that those advancing in the recruitment process have the qualifications necessary to perform the job well.
The key here is understanding when a skills test is useful and necessary. An experienced recruiter can provide clarity on when skills tests might be appropriate, and help you develop and administer the tests.
Gamification Strategies
Applying gamification strategies in recruitment injects an element of interactive assessment and can innovate the hiring process. Employers can assess a wider range of candidate qualities through game-like scenarios, including strategic thinking, creativity, and cultural fit. Gamification makes the evaluation process more immersive and enjoyable for candidates, which can enhance the employer brand and attract a broader talent pool.
Background Check Software
Background check software automates verifying a candidate’s credentials, such as work history, education, criminal records, etc. These platforms can integrate with other recruitment tools for a seamless workflow, ensuring the vetting process is thorough and efficient. By doing so, recruiters can maintain high integrity and compliance standards while saving time on manual background-check procedures. A specialized recruitment service would have access to these types of software and be able to coordinate their administration with candidates while properly maintaining privacy requirements.
How Our Experts Help
At Business Sherpa Group, our Managed Recruitment (MR) solution provides small and medium-sized enterprises with the tools and people they need to effect successful hiring. Here’s how it all comes together:
- Deeply Embedded Expertise: Our team works closely with each organization, adapting our expertise to meet each SME’s unique requirements. This close collaboration ensures our recruitment strategies align with your culture and goals, providing a unified effort that helps bring your vision to life.
- Unmatched Flexibility and Scalability: We recognize that the needs of small and medium businesses can change significantly and often unpredictably. Our services are designed to be as flexible and scalable as necessary, whether you’re experiencing rapid growth, adjusting to seasonal changes, or looking to fill an unexpected vacancy.
- Efficiency Meets Expert Insight: We combine the latest digital tools with our extensive recruitment experience to make our processes effective and insightful. This mix not only speeds up hiring but also infuses it with industry best practices and insights, helping you make wiser hiring decisions and build a strong team for your business’s growth.
- Cost-Effectiveness for Your Budget: Budget efficiency is critical for small and medium enterprises. With us, you access top-tier recruitment expertise without the full-time cost. This approach helps you manage your expenses while still making strategic hires that drive your business forward.
Conclusion
Zack Fleming, our Director of Managed Recruitment, frequently emphasizes that acquiring talent is not a one-time activity but a continuous process of adaptation and evolution. This reflects the dynamic nature of job seekers’ preferences and the tools available for recruitment.
For small enterprises, these concepts might seem daunting. With limited resources, small organizations are particularly susceptible to recruitment missteps, which can have disproportionate impacts, leading to higher attrition rates and understaffed/overworked teams. That’s where our recruitment service comes in handy. We’ve got the backs of hundreds of businesses, offering the kind of know-how you’d expect at big companies but without the hefty price tag. For many small businesses, that savvy support can be the difference between just filling a position and finding someone who really shines in the role.
Want to try out our Managed Recruitment Solution? Whether you want someone to help you with the hiring process or just want input into how to improve your approach, we’re happy to help.
