The holiday season is a time for joy and thanksgiving. However, it’s also a time when you and your recruitment team are scrambling to find top talent in-between time off spent with family and friends.
To make matters more challenging, 74% of recruiters in Jobvite’s Recruiter Nation Survey say they believe hiring will become more difficult in the next 12 months. Another 44% believe they will fill less than 25 jobs in the next year at their company.
With so much added stress during the holiday season atop setting new goals as you head into the new year, it’s more critical than ever you use only the most efficient recruitment tools. Having the best tools working diligently for you will increase productivity and placements.
As a result, you can take the time to build meaningful relationships with candidates — or even take some much needed time away to enjoy the holidays. We reached out to recruiters to find out what recruitment tools are working best for them to help you head into the new year ready to attract top medical sales talent.
Here are three recruitment tools these recruiters are thankful for this holiday season:
1. Social media
Social media, particularly LinkedIn, is making the whole recruitment process easier for both recruiters and job applicants. Recruiters can effortlessly advertise for job vacancies and connect with great candidates.
You can also easily check out a candidate’s profile to review their skills and interests, quickly make background checks, and other assessments of your potential hire via social media.
Syed Irfan Ajmal, Founder and MD at SIA Enterprises
2. Automation tools
Chatbots are helping make the overall recruitment process more efficient by providing real-time, on-demand communication with job applicants. That’s why chatbots are the future of recruiting technology.
With their help, you can automate sourcing, screening, and scheduling processes. They can respond to potential candidates even during your off-hours. You can find the best candidates for any position without bias and in reduced time when you deploy this technology for screening.
3. De-biasing software
Mid-2018, our company was comprised of only 15% females. We figured out the reason behind these stats — unconscious biases. To our surprise, AI software that we were using for resume screening was also trained on personal data such as gender, religion, and age.
To overcome lacking diversity, we started using “De-biasing software” that uses AI but ignores candidates’ demographics while screening. It helped us not only bring diversity into
our organization but also gave equal opportunities to all candidates, regardless of gender, age, race, and other personal data.