In the last few years, recruiters have been flooded with all sorts of new recruiting technologies. Sourcing platforms, AI bots, Chrome extensions – everyday seems to bring new ways to source and catalogue candidates, send them messages, or add them to talent pools. So, what is a recruiter to do? Which technologies are going to work best (or at all)? It would be almost impossible for a recruiter to test-drive every new technology, but there are some steps you can take to maximize the effects of the ones you choose to use.
First, you must have a complete understanding of the positions you’re working on. Where are you going to find these candidates? Are your roles higher volume that will require a great deal of sourcing, or are you going to have to build long-term relationships with potential candidates before suggesting that you have a position for them? Knowing the type of sourcing for your current roles (as well as positions you have coming down the line) is paramount in creating your HR tech strategy. [optinlocker]
Second, you’re going to have to do some research. Check out multiple sources and reviews before engaging any rep at an HR tech company. Make sure you have a strong understanding of how these technologies work and what type of recruiting they are best suited for.
Now that you know what type of sourcing you are going to need, you need to know what your budget is. Sourcing technologies can be extremely expensive and having multiple platforms can quickly put a strain on your resources. Luckily, there are some great tools out there that are inexpensive, or just plain free. At the very least, most HR tech companies will give you a free demo period before you have to commit any of your budget to it.
By Bob McLaughlin | People Science Sr Talent Advisor