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With digital transformation taking centre stage in the recruitment industry, recruiters find themselves inundated with different tools and technical solutions to achieve their business objectives and make their recruitment websites more effective (as seen above, thanks to MarTech).
So how do you choose what the best fit to integrate is? Is some software too good to be true?
We’re huge advocates of software that can help market your business, for example SEMrush. With an intuitive dashboard, and capabilities like keyword and content suggestions, a writing assistant add-on and insightful analytics to name a few. Using software such as SEMrush to enhance your digital strategies can help attract the perfect candidates, as your site and content becomes fully optimised for search engines like Google and Bing. Constantly being updated with new, creative beta updates, it feels like a completely upgraded platform month after month!
Look out for...
Video interviewing is popping up more frequently with the likes of Showcaser, Odro and Hinterview helping bring forward the future of the recruiting process. With the rise of apps like TikTok and their investment in learning algorithms and artificial intelligence, video is definitely the future of recruitment. With the current audience being predominantly generation Z, along with the rise of the gig economy, it’s a safe bet that the two will coincide with each other as working patterns are continuously changing. What better platform than a short video showcasing the talents and skill-set of prospects?
Beware the bots!
With all software, a level of programming, maintenance and input is needed to ensure that any operating system or SaaS product is being used in line with your business model. This is extremely true with chatbots. With machine learning and automation finding its place in the industry, it’s important to remember that there isn’t a one size fits all when it comes to chatbots. The preparation and manual maintenance that is needed to ensure the smoothness of conversational marketing that chatbots provide requires time and money that may be better suited elsewhere for recruiters. That’s not to say they can’t work, but we believe that candidates prefer the personal touch that isn’t yet accessible via a chatbot due to the limitations in current technology. And at the end of the day, with Google for Jobs and a great programmatic ad campaign, you really should be driving your candidate directly to the job, not putting another 'click' or barrier in place.
As with everything in recruitment, the software you choose is as effective as you make it. There is no right or wrong choices in the software you choose, but it would be wrong to think that some aren’t better served for your purpose than others. Enhancing your digital transformation strategy in the age of digital innovation is what will keep your recruitment business thriving and using the right tools is just one part of it.
See some of our other recommendations with our free eBook on Automation + Integration.