Recruitment tools by definition, assist in automating and simplifying the hiring process. This is accomplished through raising interest, reviewing resumes, holding interviews, and employing personnel.

Due to their significant assistance in the hiring process, these tools are actually the ideal helpers for any HR staff. They facilitate the hiring process from start to finish, maximising efficiency with the least amount of work.

Types of recruitment Tools

1) Job Aggregators

These resources serve as a job board. They promote open positions on company’s employment policies. These websites or tools include Naukri, Indeed, Careerbuilder, etc as examples.

2) Testing and evaluation

In the recruitment process, these instruments are used to evaluate a candidate’s aptitude. It may assess a wide range of qualities including abilities, personality traits, behavioural traits, and more. These tools include, among others, Pymetrics, Self Management group, and hacker Rank.

3) Automation and AI

These tools support Automation and AI as a result of their automatic method of hiring. These automation and hiring tools will screen candidates via virtual chat. There are plenty samples of this tools such as Zoom calls, Teams calls etc.

4) Applicant tracking system

The most friendly talent acquisition tool is Applicant tracking system also known as ATS. Examples are Talent recruit, naukri.com etc.

5) Recruitment CRM

These assist the HR departments to construct and preserve healthy relationships with the candidate at the time of recruitment. These relationship building equipments are really helpful. Some examples of these are Avature, Yello, Symphony Talent etc.

6) Interviewing via video call

These tool help in video interviewing whilst taking into consideration a wide range of factors such as expression and tone of the candidate during the interview.

Importance of recruitment tools

1. Accuracy: In the process of hiring, a well functioning tool assists accurate parameters. It will help remove human errors and enhance accuracy with higher employee productivity.
2. Saves time: Time is saved because machines can do more work than humans can. These tools can go through a lot of resumes in a talent pool, whereas the HR can only screen a small number of them. The procedure is shortened and saves time by this.
3. Cost effective recruitment tools: Given the number of purposes they serve, recruitment tools are very cost-effective. Availability of such tools for free in the market is even better.
4. Efficient: These automated tools are extremely effective at filtering potential candidates. The response time, responses, and efficiency of these tools’ communications, among other things, make this clear.
5. Consistency: The manner in which hiring tools work is extremely consistent. A well-serviced recruitment tool will not exhibit inconsistency, whereas an HR executive may exhibit it despite numerous efforts.

We now know what recruitment tools are and how important they are to the hiring process.

Let’s move on to case studies around this topic

1)      Saving money by who might quit

The Wall Street Journal published a story on March 13, 2015, with the title “The Algorithm That Tells the Boss Who Might Quit”. The paper investigated how Credit Suisse was able to foresee potential business departures. It was a pioneering instance of the now widely used employee attrition analytics.

The analysts at Credit European nation are ready to predict who may quit. However they conjointly might determine why these folks might quit. This data was provided anonymously to managers so that they could scale up turnover risk factors.

2)      Linking participation to sales

The Harvard Business Review just included a fantastic case study on people analytics in HR. The authors of the article titled “Competing on Talent Analytics” describe their findings in various significant US corporations.

They particularly researched the connection among engagement and monetary performance. Engagement is regularly visible because it’s the holy grail of HR; however its effect is difficult to measure. The authors demonstrate a few more organizations in “can exactly pick out the fee of 0.1 % growth in engagement amongst personnel in a specific store”. They take the insurance of Best Buy, wherein a 0.1% growth in engagement outcomes in over $100,000 in annual running profits in line with the store.

The importance of this relationship prompted Best Buy to make worker engagement surveys quarterly instead of annually.

Conclusion

These tools can give the desired accuracy and speed to the companies if used to their fullest.