Key Takeaways

• Candidate screening tools allow "to scan and filter candidates based on their skills, work experience, education, and any other requirements quickly, consistently, and at scale." They greatly reduce the time and effort needed to screen resumes through automated processes.
• Augmented writing platforms leverage AI to provide writing suggestions that increase the diversity and inclusion of job postings and eliminate difficult phrases. As a result, the job ad can speak to a larger talent pool.
• For the hiring stage of recruitment, technology is used to conduct background and reference checks on employees. According to TrustRadius, it can help to create "a centralized secure database" of screened candidates for future hiring, streamline the process of providing security clearance, and improve communication with potential new hires.

Introduction

The Recruitment Value Chain

• The stages of recruitment outlined in the response, as well as the tasks considered for each stage, are based on the infographic by the Academy to Innovate HR, presented below.

 

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Preparation

• Technology solutions for the preparation stage mainly consist of tools to enhance job adverts and improve their reach. They often use artificial intelligence to compose the most appropriate content for the ad and determine where and when to post it.
• For example, augmented writing platforms leverage AI to provide writing suggestions that increase the diversity and inclusion of job postings and eliminate difficult phrases. As a result, the job ad can speak to a larger talent pool.
• Other tools automate posting on multiple job platforms at once, including choosing the optimal time for advertising on a specific channel or autoselecting the most relevant platforms.
•  Textmetrics is an example of an augmented writing solution that specializes in eliminating gender bias and jargon from job ads.
• Talemetry's solution distributes job ads across multiple boards while also making it possible to assign specific types of jobs to preselected boards. Furthermore, its "smart job data feeds" automatically update the posts based on the information from other recruiting tools.

Sourcing

 

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• According to Workable, "Sourcing without effective sourcing tools is like scouring a jungle without equipment." Such tools typically have functionalities that facilitate searching through resume databases, portfolios, and other datasets that include potential job candidates. Some of them may also be able to find contact details for people of interest.
• It is worth noting that some tools used for sourcing are not solely dedicated to this purpose. For example, LinkedIn is used for passive hiring, though the size of its database makes it challenging to discover the best talent and requires a skilled recruiter. Together with Monster, it was one of the first sourcing tools. However, since then, platforms with more advanced capabilities have emerged.
• ContactOut is an example of a tool that assists with finding contact information, allegedly being able to find the data for 75% of the potential candidates from Western countries. Thus, it significantly reduces the time of the sourcing process.
• Beamery is a solution that provides AI-based candidate recommendations.
• It is worth noting that sourcing is often a functionality of Applicant Tracking Systems (ATS), which also cover all other recruitment stages. Such platforms are used by 99% of Fortune 500 companies, in addition to multiple small- and medium businesses.
•  Manatal is an example of an ATS that includes sourcing features.

Screening

• According to Vervoe, resume screening tools usually fall into one of the three categories:
•  Resume parsers use keywords (specified by hiring managers) to search candidate data and find the right matches.
•  Resume enrichers can find candidate public data with natural language processing.
• AI-powered resume screeners use artificial intelligence "to combine data from job descriptions, job qualifications, an organization’s historic hiring decisions."

• Such tools help "to scan and filter candidates based on their skills, work experience, education, and any other requirements quickly, consistently, and at scale." They greatly reduce the time and effort needed to screen resumes through automated processes.
• Resume screening solutions are typically part of Applicant Tracking Systems or can be integrated with them.
•  FreshTeam offers a screening tool that shortlists candidates based on predefined conditions.
• CVViZ provides an AI-based contextual screening solution.

Selecting

• The main technology for the selection stage is video and chat interviewing software. It can be easily integrated with ATS solutions and has data analytics capabilities to assess candidate engagement.
• The prime advantage of video interviews is convenience. As it is easier to schedule a video meeting than an in-person one, it can prevent companies from losing top talent to competitors.
• HireVue is a talent experience platform with video interviewing capabilities. It is integrated with ATS and reduces bias through interview standardization.
• Brazen provides a video interviewing solution that involves starting the interview with a chat and quickly turning it into a video conversation for the most promising candidates.
• Qualifi offers phone interviewing software for high-volume hiring. Specifically, it allows sending pre-recorded questions to multiple candidates simultaneously. They can send their responses when it's convenient for them, which eliminates the need for scheduling. Furthermore, according to the company, phone interviews mitigate screening bias.
• As shown in the infographic above, this stage also involves using tools to automate interview scheduling. For example, Calendly is a solution for scheduling "with just a few clicks." It prevents double-booking, sends automated reminders, and integrates easily both with LinkedIn and ATS platforms.

Hiring

• For the hiring stage, technology is used to conduct reference and background checks on potential hires. According to TrustRadius, background check tools can help to create "a centralized secure database" of screened candidates for future hiring, streamline the process of providing security clearance, and improve communication with potential new hires.
• Such solutions are able to conduct background checks "via integration or partnership with a criminal background or credit data service provider."
• As per G2, reference check software helps to avoid phone calls and emails by checking the references through surveys and other convenient digital solutions.
•  Checkr is an AI-based software that claims to provide fast and accurate background checks for companies such as Netflix, Uber, and Doordash, among others.
• XRef offers reference checking within 24 hours through an ISO27001-certified platform. It also provides background and ID checks, using "facial recognition and liveness detection systems."

Onboarding

• Digital onboarding solutions are used to improve efficiency, enhance new employees' experience, and quickly familiarize them with the company's culture.

• They include features to streamline communication and plan and track onboarding (with checklists). Furthermore, they tend to offer the storage and management of necessary documents and multiple integrations to allow remote onboarding.
• Additionally, companies may use training or learning management systems (LMS) such as iSpringLearn to get new employees up to speed faster with their new responsibilities and company culture.
• Some other LMS tools, like eLearning Brothers, have gamification features to increase engagement during the process through dedicated challenges and reward collection, among others.
• Furthermore, onboarding may be enhanced with employee experience platforms like Qualee, which provides "intuitive learning modules" through an AI-powered, mobile-first solution.

Research Strategy