SUPERCHARGE YOUR TECH RECRUITMENT WITH THESE TOOLS

General workflow for tech recruitment

The term "Recruiting"

Recruitment & Hiring (General) is a method that focuses on recruiting, assigning, and finalizing staff to
certain roles within the organization based on present business requirements and skills of staff. This
method involves posting work requests, resuming collection, screening applicants and interviews,
offering letter releases, checking background on chosen applicants, and fresh hire onboarding. A
recruitment process is an organization-specific plan to hire top talent to find fresh applicants. The Human
Resources (HR) department of a company regularly administers this recruitment process, with support
from hiring managers. We say "organization-specific" because each business operates differently — what
works well for one business might not be your best option.

Source: https://techseen.com/2017/01/03/technical-recruitment-2016-india/

Full Life Cycle Recruiting

Have you ever wondered what does this term "Full Life Cycle Recruiting" means? Yes, it defines the entire
recruiting process from start to end. It includes six main end to end recruitment stages. Sometimes, the
term is also known as "End to End Recruitment". The recruitment life cycle commences when there is a
need for a new employee and completes with new employee onboarding. Each of these phases will be
described later in this document in detail so that you can fully comprehend what complete cycle
recruitment is.
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Steps of the recruitment process
When a business identifies the need to fill a position, the hiring process starts and finishes when a
candidate accepts a work offer. The typical recruitment and selection process steps differ based on the
role and business.

Stage #1: Identifying the hiring need

Unless you know what you're looking for, you can't get what you want. You are hoping to discover the
perfect worker at the end of this phase, so you must begin by determining what "optimal" means for this
situation. This step will influence the recruitment process in every other aspect. Usually, hiring directors
need to get authorized job opening before posting the work ad. They should also address their position's
recruiting budget, prepare the work description, and assemble their hiring team. After the line manager
and HR team have worked together to generate a precise job description for the position, the first thing
to do is to attract appropriate applicants. Do not just recycle the work description used when you
recruited the last worker if you need to fill a current position. Understand the role as it stands at the
moment, as the responsibilities and skills involved may have changed.

Stage #2: Sourcing

For the sourcing of applicants, professional recruiters use distinct techniques. It is often not enough to
post work openings on work boards or career sites in today's globe of high demand for skilled employees.
The first method is "Web Sourcing". A single web search scans millions of internet profiles with internet
sourcing to obtain the information of passive and active applicants including email addresses, resumes
and more. The profiles you select will be added to your applicant database automatically. Second is
"Social Recruiting". One of the major recruitment trends in recent years has been the use of social media
to attract and transform talent. The term "Social Recruiting" relates to several ways of using social media
networks (such as Facebook, Twitter, LinkedIn, etc.) and websites (blogs, forums, job boards, and
websites like Glassdoor). With Social Recruiting, you can reach Passive candidates, get more referral
candidates, target effective candidates, and establish an individual connection with potential candidates
and save money. The third way is "In-house Recruiting". It is one of the several successful ways of filling
newly initiated positions. This is because your present staff already knows the culture, mission, and vision
of the company. Similarly, you understand their qualities already, and you know if they have a description
of your perfect candidate for the fresh position. Therefore, attempt hiring in-house before beginning to
look outside of your business. The last fourth method is "Employee Referral Programs". Companies
practice finding skilled people by asking their current employees to recommend candidates from their
existing networks.

One of the most commonly used sourcing tools is Zip Recruiter. On Zip Recruiter, a job will be posted.
Complete step-by-step form or use a template for customizing job description. In order to save time, add
pre-screen interview questions and ensure that you see only the most skilled applicants. The strong
technology sends your job to 100 + work sites across the internet with a single click, identifies the best
applicants, and notifies them on whatever device they prefer to apply for your job. In the first day, 80
percent of employers posting a job on Zip Recruiter will receive a quality applicant through the site. As
applicants apply, your Candidate Dashboard will display their resume and profile data. View resumes of
candidates, cover letters, pre-screen responses, suggestions, and more – all on our easy-to-use Candidate
Dashboard. All plans include reusable work slots, so just near the filled job and post your next job in the
same slot when you're prepared to post another job.

Stage #3: Screening

The objective of this phase of complete cycle recruitment is to restrict your applicants to the best
candidates. The screening phase starts with the review of apps for jobs, generally consisting of summaries,
motivational letters, and/or portfolios. The objective of reviewing these records is to discover candidates
whose abilities, abilities and experiences best suit your job description. Then these applicants enter the
next screening round-an informational telephone interview. Candidates making here will be shortlisted
and invited to an interview face to face.

Stage #4: Selecting

The most critical aspect of the complete cycle recruitment process is the selection of the best candidate.
You can use a range of candidate selection techniques, such as distinct kinds of auditions and tests.
However, the most popular technique for selecting candidates is to conduct interviews to assist you in
selecting the correct candidate.

Stage #5: Interviewing

The concluding stage of the recruiting process is interviewing. Always make sure, that environment is
comfortable for the interview since most of them would be nervous when they meet the interview panel.
To avoid a multi-hour interview, review summaries, cover letters, writing samples, and other materials
before the interview so you don't have to ask about the information you should know about. Give time
for the candidates to ask questions about the company. You need to convince them as much as they need
to convince you to enter the business. Rapidly collect feedback from all interviewers while the answers
from the candidate are still fresh.
Stage #6: Hiring & Offering

The recruitment life cycle phase comprises of two primary operations: offering jobs and negotiating. It's
time to write to him/her once you've identified your perfect candidate. All hiring conditions are clarified
by a well-structured work offer. It involves accurate data on compensation and benefits, working hours
and duration of the agreement, as well as the start date of jobs. Sometimes a candidate will not
acknowledge your work offer instantly, so in order to achieve a mutually satisfactory job contract, further
negotiations will be required.

Stage #7: Onboarding

Onboarding is the final and perhaps the most important phase in the recruitment process. Onboarding is
about welcoming the new staff and assisting them to move into their new workplace by working together
with their new staff. Great onboarding begins with introductions, then moves towards orientation and
finishes with training.

APPLICATION TRACKING SYSTEMS (ATS)

An Applicant Tracking System (ATS) is a software for automating, fastening and enhancing your hiring
process. ATS offers an automated means of simplifying and fastening the entire recruitment process for
HR practitioners.

Source: https://thecryptonews24.com/applicant-tracking-system-ats-market-2018-2026-industry-
survey-market-size-competitive-trends-coherent-market-insights-2/

Why do you need ATS and hire faster?

In general, a hiring process may take longer time lasting from one to two months. However, the potential
candidates would be accessible on the market only for a period of 10 days.
 Source: https://medium.com/datadriveninvestor/7-benefits-of-an-applicant-tracking-system-
2c69fe5b715c

In addition to fastening the recruiting process, ATS provides a broad range of alternatives to many distinct
hiring problems. It helps right from identifying applicants and processing their requests to choosing and
employing the best among them.

Source: https://www.upwork.com/blog/2017/11/want-job-filled-faster-5-tips-hire-right-talent-project/
How does ATS work?

When aspirants apply for a job online, their contact information, experience, educational background,
resume, and cover letter are uploaded into the database. The information then can be shifted from one
component of the system to another as candidates move through the hiring process. The system enables
business recruiters to review entries, sends automated emails to candidates to let them know that their
requests have been received, and provides online testing. Hiring executives, through the ATS, can plan
interviews and or reject the applications through email. Lastly, once they are recruited, human resources
staff can use the same data to put people on the payroll. These integrated systems simplify the process for
employers to recruit and apply.

Source: https://www.tamrecruiting.com/applicant-tracking-systems-for-small-businesses

Best Applicant Tracking System Software for Recruiters and Hiring Firms

Most big corporations use monitoring systems for applicants. Job scan study discovered that 98 % of
Fortune 500 firms use ATS, while a Kelly OCG study estimated that 66 % of big firms and 35 % of tiny
firms depend on recruitment software.

Source: https://www.talentlyft.com/en/blog/article/48/the-list-of-solutions-offered-by-applicant-
tracking-systems-ats
 1. Smart Recruiters

Smart Recruiters is a complete talent acquisition scheme intended to attract, employ, and maintain
talent from companies of all dimensions. To help with all elements of hiring, the cooperative system
provides a range of characteristics and integrations. The web-based scheme allows users to attract
top applicants to market open positions. The user-friendly system supports executives with a
multitude of recruiting duties by guiding applications and hiring procedures to applicants.

2. Green House

The greenhouse is a powerful recruiting tool that is far more than just an ATS. It allows and helps
businesses to create a winning recruiting culture efficiently. It allows businesses to remain ahead in
the talent contest. The greenhouse is a comprehensive and ultimate HR management system.
Recruiters can manage both current and prospective customers at the same time effectively.
Recruiters can take advantage of this to evaluate and compare candidates ' performance and
effectiveness.

3. Recooty

Recooty is the simplest application tracking system in the world. It is an all-in-one recruiting software
that optimizes recruitment right from the original point of application monitoring and streamlining to the
very end of the hiring process, the scheduling of interviews and applicants onboarding. In addition to
these primary characteristics, it also offers a broad variety of other characteristics that allow recruiting
executives to gain the greatest recruitment experience.

Recooty's most distinctive characteristic is incredibly inexpensive pricing. The fundamental version is
free, paid variants begin at just $10 a month, much less than any other ATS. The best part is, although the
rates are very inexpensive, in the characteristics, there is no compromise.

https://www.bullhorn.com/uk/blog/2017/11/recruitment-tech-101-what-is-a-recruitment-crm/
 Candidate
Tools / Job Job Career Interview Resume
tracking & Price
Features Posting Embed site scheduling Rating
Management

Oracle Very
     X
Taleo Costly

Greenhouse      X Costly

Recooty
      Affordable
ATS

CANDIDATE RELATIONSHIP MANAGEMENT (CRM)

Candidate relationship management (CRM) is an imperative model for managing the candidate
experience. With candidate relationship management, you can continuously interest and retain the most
skilled talent. CRM helps to develop your candidates’ impressions and interactions with you. CRM is a
technique to manage and improve relationships with present and potential future work applicants. Many
businesses have begun to implement recruitment marketing strategies through recruitment marketing
techniques to streamline and automate this process. These tools make it easier yet customized for HR
Professionals to implement CRM strategies. Here are some popular CRM recruiting features:

 Schedule activities such as phone calls, emails

 interviews Record notes on work orders
 Setting up reminders
 Manage email marketing
 Import and monitor information recruitment

BENEFITS OF CANDIDATE RELATIONSHIP MANAGEMENT (CRM)

 Develop customized and targeted marketing operations with a better opportunity to create a sale
 Identify your customers ' best time or most efficient marketing activity
 Collect customer feedback to assist you to enhance and innovate client tracking behavior
 Source: https://medium.com/@ismart_recruit/recruiting-crm-software-for-your-recruitment-needs-
ismartrecruit-3d62c229213e

CRM TOOLS

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1. ZOHO CRM

Zoho CRM is more oriented on lead transformation than customer support, like Salesforce Sales Cloud.
The Zoho CRM tool, like Salesforce Sales Cloud, also expands to a mobile app to assist a moving sales team.
If you are only interested in CRM to help your marketing team, which is likely to be more in the B2B
marketing sphere, Zoho CRM may be the perfect solution for your needs. To access sales records and
customer data on Android and iOS devices, you can use the Zoho Mobile Edition and stay updated on the
go. The smooth integration of the system with Google Apps such as Tasks, Calendar, Contacts, Docs, and
Email is another helpful function. The seller provides a helpful free scheme and if you want sophisticated
characteristics, you can subscribe with a price beginning at $12/user/month to the paid packages.
Source: https://financesonline.com/15-best-crm-software-systems-business/#zoho

2. SALESFORCE CRM

Salesforce Sales Cloud is a famous Salesforce stable CRM product that contains distinct cloud, service,
advertising, and analytics solutions for the community. The system enables to monitor in a single place all
client interactions, data, and follow up on more leads. You can use characteristics like partner
management, sales information, marketing automation, and lead management to follow and nurture these
leads for transformation.

https://financesonline.com/15-best-crm-software-systems-business/#zoho
3. Hubspot CRM

Hubspot CRM is an easy and free solution that enables marketing teams to use their current workflow to
get started rapidly without much change. It is an ideal system for both fresh customers and experienced
businesses who want to maximize their current CRM systems ' potential. You can readily generate
appealing contacts and business profiles with this app. It also organizes all information from the
communication with you of your clients in a tidy manner. It also assigns and tracks your deals efficiently,
manages your agents ' output, and offers a single, comprehensive dashboard where all staff can monitor
the operations of the organization. Hubspot reflects the established marketing method it embraces. If you
already use Hubspot Sales, you can further optimize inbound marketing procedures and strategies with
Hubspot CRM.

https://financesonline.com/15-best-crm-software-systems-business/#zoho

Tools /
Category Price Mobile App Free Trial
Features

High
Salesforce Enterprise Compatible Yes
End

Zoho CRM SMB Low End Compatible Yes

Hubspot
SMB Low End Compatible Yes
CRM
ATS VS. CRM: KNOW THE DIFFERENCE

Interestingly, as they already have an ATS, many people believe they don't need CRM. The reality is you
need both of them. This is why: in each section of the talent funnel, both serve distinct functions. An ATS
automates the application process and provides applicants with a repository, but it does not allow you to
market your applicants. A CRM is a supply engine that enables you to create a private talent pool and
automate job-candidate nurturing. The two tools serve purposes that are different but interconnected and
complement each other. An ATS stores data in a nutshell, but heavily relies on you having to dig through
your candidate records to join the dots. An ATS does not tell you anything about the applicant other than
the data you input yourself manually.

Source: https://www.talentnow.com/ats-crm-difference-to-make-the-perfect-hire/