Online recruitment platform
Should you use an online recruitment platform? Well, let’s have a look at hiring platforms and how they could help your business recruit remote workers.
Hiring new staff can be time-consuming for many small businesses, but by using the right hiring platform there could be big time-savings as they can make the whole process much faster and easier.
What is a hiring platform?
Simply put an online recruitment platform is a software tool that allows companies to recruit, interview and hire employees. The whole process can be called an ‘applicant tracking system’ (ATS), which can identify which applicants are best qualified for the jobs listed. They will also lead potential candidates through the entire process by sending out emails and scheduling interviews.
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What can they deal with?
Hiring platforms are a convenient way to deal with all aspects of staff recruitment, especially if you are working with remote workers, freelancers, and digital nomads. Generally, they can make it easier to source, vet, hire and recruit only the best applicants. They also deal with areas such as:
- Candidate tracking
- Reduction of administration
- Use of automated systems
- Speed up the recruitment process
- Deal with international payroll
- Employee benefits
- Taxes
- Compliance
Tools such as job boards, HR and recruitment software, applicant tracking software, video interviewing tools, and background checking tools can all be provided either within your package or as add-ons. There will be something suitable for your needs.
Things to consider
Before running out and signing up to the first recruitment software company you find you should do a bit of research as different packages offer different options.
Recruitment software can streamline the hiring process and help you find the right candidate for the job. Here are some things to consider when using recruitment software:
User-Friendliness: Look for recruitment software that is easy to use and navigate. It should have a simple interface that allows you to easily perform tasks like posting job ads, reviewing resumes, and scheduling interviews.
Compatibility: Ensure the recruitment software is compatible with your current technology and systems. For example, if you use an applicant tracking system (ATS), make sure the recruitment software integrates well with it.
Features: Consider the features offered by the recruitment software. Look for features like resume parsing, automated screening, and candidate tracking. Also, make sure it allows you to customize your recruitment process to fit your specific needs.
Data Security: Make sure the recruitment software has robust security measures in place to protect sensitive candidate information.
Price: Consider the cost of the recruitment software and ensure it fits within your budget. Some recruitment software charge based on a subscription model or per job posting, while others offer a one-time fee or a percentage of the hired candidate’s salary.
Support: Check if the recruitment software provider offers customer support, training, and technical assistance. A good provider should provide reliable customer service and support to ensure a smooth and efficient recruitment process.
We have looked at the positives of using recruitment software, and now let’s have a quick look at a few of the negatives.
Limitations
Remember that the software works on strict rules and could filter out candidates who have additional skills that could potentially be beneficial to the employer. Think of someone who has many years of experience but does not hold a current certificate.
Filtering problems
Filtering problems can be caused if candidates use formatting and styles that are not understood by the software. Keyword filtering could also be used/abused by candidates allowing CVs that have been stuffed with keywords to be selected over others.
Impersonal
Some candidates can find the online recruitment process very impersonal as the software makes decisions on their potential. This is even before their application is ever seen by a human. If candidates have not followed the instructions to the letter they could be filtered out of the process early on, even though they may be the best candidate for the role.
Conclusion
The best hiring platforms should allow employers to recruit the right candidate for their organization. One that will be a good fit both in terms of qualifications and previous work experience. It should be a mix of AI plus good old human interaction – allowing the best of both worlds.