Tech recruitment practices have expanded to include new ways of convincing candidates your company is the best place to work.

blog_9-12-2016.pngTwo years ago, Jobvite, for example, found more jobseekers — and employers — were focusing on mobile recruitment. As of last year, 19 percent of recruiters found their mobile career site was helping them find quality hires.

Many companies are also placing an increased emphasis on building their employer brand through social media and other channels. A 2014 study of more than 1,100 organizations from 19 countries and regions found 65 percent planned to augment or maintain their employer branding initiatives.

With good reason: Companies with a strong employment brand attract at least 3.5 times more applicants per job posting than other companies in the same industry, according to a CareerBuilder survey.

Recruitment technology can help you find appropriate candidates; however, when used incorrectly, it can have the opposite effect. Recent research indicates technology’s role in the recruitment process may actually make or break a candidate’s opinion of your company.

Survey results CareerBuilder released in June identified five major tech barriers — ranging from poor email follow-up to failing to capture contact information — that can negatively impact jobseekers’ interviewing experience during the recruitment process.

The list includes errors that are easy to accidentally make. If you’re struggling to woo top talent, the following tips can help your organization avoid some of the top recruitment technology disasters — before they wreak havoc on hiring:


Collect email addresses to create a candidate pool

Filling unexpected, critical vacancies can be challenging — and can mean the difference between profitability and productivity delays.

Talent pipelining is one of the most effective ways to prepare for future employment needs; and CareerBuilder found more than a third of candidates are not just willing, but eager to give you their Gmail address to help you build a contact database. Thirty-nine percent rate the ability to leave their contact information with an employer and apply later for a position as extremely or very important.

A significant portion of HR professionals are missing out on the opportunity to track passive candidates, however: Nearly half fail to re-engage candidates every six months or more, and 57 percent don’t use any tools to capture information for jobseekers who didn’t formally apply for a position.

Avoid losing touch with candidates — whether you hire them or not

Roughly half of HR professionals say they don’t re-engage candidates who weren’t offered a role. That’s a shame, because companies that use formal candidate relationship recruitment technology, such as software to track (and presumably keep up with) applicant communications, are 40 percent more likely to be considered best in class, according to Recruiterbox.


Evaluate the recruitment process

Targeting the correct candidates before the interviewing process begins is a crucial part of hiring workers with the best skill set. To ensure that happens, more companies are making predictive analytics part of their recruitment technology line-up to asses how their hiring methods are working, according to Gallup.

Go over past metrics to determine which screening and outreach methods helped you locate candidates with the background and know-how various positions required; then use those procedures again.

Good help is hard to find. Nearly half of corporate talent acquisition decision makers said finding top candidates in elevated demand talent pools has been the biggest recruitment obstacle in recent years, according to LinkedIn’s 2016 Global Recruiting Trends survey — and it takes more than an automated resume receipt response to win top talent in today’s competitive market. Sixty-two percent of candidates say they expect personalized communication.

To find out more about what recruitment technology techniques can help you uncover and court the best candidates during the recruitment process, read our recent blog posts on how you can reap passive recruiting’s many benefits and several simple ways to start to rethink your recruitment tactics.