Every company is different—which means every company’s hiring goals are going to vary. That’s why powerful, customizable hiring tools exist so organizations can use modern technology to their advantage. Keep reading to learn about some of the hiring tools you and your company may want to consider to improve your hiring process and how to make the most of them.

Challenges Recruiters Face Today

If you’re a recruiter in today’s modern landscape, you already know that you have your work cut out for you. Some of the challenges you face may include: 

• A competitive job marketplace, with multiple organizations vying for your ideal candidate’s attention
• More online job boards than you can keep up with, meaning your job ad may not be getting in front of the prospects you want
• An increasingly in flux workforce, from the rise in remote work to higher turnover rates than in the past

So what can you do to combat the difficulties of modern recruiting? Use modern hiring tools.

Hiring Tools You Should Consider

There are a variety of hiring tools recruiters may find helpful depending on their goals and needs. These include: 

Applicant tracking systems: An applicant tracking system, or ATS, is a kind of software that helps recruiters manage applicants during the hiring process, from screening to scheduling interviews to checking references. An ATS can help view, search, and rank amongst hundreds of applicants, and it makes it easier to manage previous applicants who may be qualified for new roles. 

Programmatic recruitment software: Programmatic recruiting fully automates and optimizes decision-making during every stage of the job distribution process, from job classification to job ad placement to dynamic budget allocation. PandoLogic’s programmatic recruitment software, pandoIQ, pulls from almost 50 job attributes and more than 200 billion historical job performance data points to predict the optimal job advertising campaign. As a hiring tool, programmatic recruitment software helps take the guesswork out of recruitment strategy. 

Social media management tools: Nowadays, you can’t take part in recruitment without also taking part in marketing. Employer branding is more important than ever—which also means you’ll likely need a social media presence. Many organizations have even begun social media accounts purely for their company’s people team. If you’re building out this level of social media presence, you’ll want to use tools, like HootSuite, that can help you plan and automate posting.

AI-enabled chat: AI-driven chatbots can serve as the first touchpoint in the hiring process, radically improving candidate engagement and experience. In addition to proactive candidate engagement, AI chatbots can also automatically schedule interviews with qualified candidates; this means candidates don’t have to wait around wondering when—or even if—they’ll hear back. In addition to building good sentiment, efficient candidate engagement also means that you are less likely to lose out on candidates who are also in the process of interviewing with other organizations. 

Video interviewing software: As remote work becomes part of our new normal, we need hiring tools to help us manage this shift. While the traditional phone screening can teach you a lot during the interviewing process, video tools, specifically software built with interviewing and hiring in mind, can take your interviewing process to the next level. For example, many popular solutions offer a variety of options for interviewing, from recorded video responses a candidate does on their own to live interviews.
Ready to up your hiring game with modern and powerful hiring tools? Try PandoLogic.

Get started with a demo of PandoLogic’s recruitment software