By Heather Langley
The UK unemployment rate has now reached its highest level since January 2021, approaching the peak rate seen during the Covid-19 pandemic.
This has meant that job postings are seeing a huge number of candidates apply, and it is becoming impossible for recruiters to fairly filter through the different applications.
If businesses are still trying to manually look through every single CV and filter them down to the top applicants, it is going to be an incredibly time-consuming process, and the delay could make them lose out on some of their top picks.
To get the most out of their job postings and increase their chances of finding the perfect employees, businesses need to be making use of the tools and technology that are available to them.
Let’s discuss six ways that technology can be used to help recruiters stay on top of the high volume of applications they are seeing and make the process as smooth as possible.
1. Create Detailed Job Descriptions
If recruiters are posting generic job descriptions that don’t consider the finer details, they are bound to get an overwhelming influx of applications from people who are not a good fit for the role.
To ensure that job seekers don’t waste their time and know exactly what the role will look like, recruiters need to make sure their postings contain a sufficient amount of information.
There are AI (artificial intelligence) tools available, such as Grammarly’s AI Job Description Generator, that can help recruiters create detailed job descriptions in a fraction of the time. The recruiter simply enters the key duties, required skills, and salary bracket, and then a full job description will be produced.
2. Use an Integrated HR System
When trying to juggle job applications, interview planning, and candidate onboarding all at the same time, it can feel like mission impossible.
Introducing an integrated HR system that manages all aspects of the recruitment process from one central location makes it easier for recruiters to stay on top of the workload without missing out on key steps.
Platforms such as PeopleHR Evo are popular for small to medium businesses as they can be used to automate repetitive HR tasks, help find top talent, and onboard new recruits, taking a lot of pressure off the HR team.
3. Shortlist CVs Using AI
When faced with an inbox full of CVs to filter through, it’s an overwhelming prospect for recruiters. Having to download and skim through hundreds of applications takes a lot of time and is bound to result in top candidates being missed completely.
AI tools can be used to automatically screen all applications based on pre-set criteria. They use algorithms that assess potential candidates based on keywords and phrases that show a good suitability for the job.
4. Use an Interview Scheduling Tool
Recruiters can spend hours of their day trying to schedule interviews. Having to align the availability of the candidates with the availability of the interviewer(s) can be incredibly time-consuming.
Interview scheduling tools, such as VicCruiter, mean recruiters simply send an interview invite link to candidates, and they are able to pick a time slot that works best for them.
Being able to see availability in real time means countless back-and-forth emails are avoided and the risk of double booking is minimised.
5. Carry Out Interviews via Video
Nowadays, 90% of employers use video interviews in the initial stages of the hiring process. Being able to virtually meet candidates is beneficial for both parties as it reduces time and travel costs. This approach is especially beneficial for businesses hiring remote workers as it allows them to interview candidates who are not located nearby.
Many businesses are now also making use of recorded interviews for the first round. Recruiters can list a set of questions, and candidates will submit video responses. This is a good time-saving strategy since a physical interviewer is not required and the candidate can carry out the interview at a time which suits them.
6. Automate Email Updates
Sending out emails to update candidates on the process, whether that be the next steps or letting them know that they’ve been unsuccessful, takes a lot of time for recruiters but shows respect for the time and effort of the applicants.
Technology now allows recruiters to automate this process, sending out a templated email which has been personalised to the recipient.
This is ideal when working with a large number of applicants as it not only keeps them in the loop, but helps maintain a professional image for the business.
Staying on Top of Growing Recruitment Demands
The job market is a tough place at the moment, impacting both job seekers and recruiters.
Having countless CVs to filter through is not only a time-consuming task for recruiters, but means top candidates may get overlooked.
Utilising recruitment technology is no longer a nicety for businesses, but a necessity.
By integrating tools that make recruitment a smoother process for both interviewers and applicants, a business can ensure it is equipped to find the best possible candidates for the job.
