Imagine what our lives would be like if a global disruption like COVID-19 came just 10 years earlier.
Hard to envision without the current technologies we all use every day now. No regular users or creative developers of tech solutions would call it perfect, but it’s been incredible to see how today’s video and cloud tech keeps students educated, personnel productive, essential items at our door, and of-the-minute updates. I find myself with these thoughts in moments while watching one of the nation’s largest award shows go off without a hitch because of our access to tools that pull video feed and fan interactions from all over the country in real-time (did anyone else catch the VMAs?).
Brands like Zoom, Disney, Instacart, and Instagram set new standards for what connection means at home during this transformative year. That’s why when it comes to hiring, where connection and people are the name of the game, there’s opportunity to hold applicant tracking systems to those same standards. Chatbots, virtual hiring events, text messaging, and automatic job matching; these are all areas where HR tech suppliers are innovating to meet today’s recruiters.
Steve Lucas, iCIMS CEO, recently shared with Forbes, “Agility is clearly the name of the game–how your business adapts after the pandemic relies on how you approach two strategies: your people and your technology. If you get both right, you should be golden.”
Here’s what to keep top of mind in your discussions:
It’s time to tie pandemic-shaped recruitment priorities to your applicant tracking capabilities.
No one has a crystal ball but as a company, iCIMS has listened closely to the various obstacles, pivots, and creative solutions that those circumstances introduced across our customer base and throughout the industry. Our biggest observation? Despite each employer’s individual response to the pandemic, applicant tracking software is uniquely positioned to support some key priorities.
Now is the time to ask the hard questions to your current vendor, or any applicant tracking software suppliers you may be considering. Right now, it’s not about features and functionality of technology. We’re in a pivotal time where your vendor should be an organisation you feel confident is leading you through any obstacle to hire the dynamic and diverse talent that will define the next era of your organisation.
Furloughs, redundancies, and unemployment status call for new sourcing strategies, especially to fill highly specific roles. To help solve for these changes, ask about applicant tracking capabilities like job matching, candidate ranking, CV parsing, 24/7 communication with global applicants. Add on to that: internal mobility/rehire capabilities that highlight the best fit for your company the moment a job description is complete and curate strong talent pools for the future.
For a deep dive on how to build stronger and more dynamic talent pools, download our guide here.
Likely, your vendor is working with employers in your industry and can offer best practices for any hiring scenario you find yourself in today from mass hiring of essential roles, to fewer open requisitions with more specialised requirements from specific talent groups. Your applicant tracking system should make those insights readily available to you, in the way your team needs to view them.
3. Will new tools sync well with our current systems?
Spending the day logging in and out of multiple screens may have been tolerable before, but now it’s crucial that recruiters can operate the various tools they need throughout the hiring process effectively without disruption. Your applicant tracking vendor may offer a level of integrations, but openly discuss your options to sync collaborative working tools like Microsoft Teams, or virtual hiring essentials like video interviewing, task simulation assessments, and your employee system of record. While on that topic, bring up data and reporting consistency to determine opportunities for complete compliance while remote.
Here’s a recent article shared by our VP of Corporate Development, Mike Wilczak on how collaboration and communication tools are coming together to strengthen HR tech.
Your team may be working with fewer resources, which gives you the opportunity to optimise your workflow. Look into the way your recruiters complete tasks from sourcing to onboarding and how many of the steps are currently automated. Any manual tasks are opportunities to make small changes, within your applicant tracking system, that result in more time and higher-quality hires with even less effort. For tips on optimizing your offer workflow, check out this definitive guide to the process.
Talent diversification is a key to building high-performing teams to serve your business, yet many employers are not sure exactly how this links to the way they use applicant tracking software. As building a workforce of belonging grows on the priority list, it’s critical to see how your vendor supports unbiased, and data-driven decisions in every stage of the hiring process.
Dive into more stories, strategies, and tactics for diversity and inclusion in recruiting here.
Growth, whether monetary or cultural, isn’t a choice for today’s organisations. Those who embrace it in stride the same way we’ve all mastered our video call backgrounds will make 2020 the year of impact. Start the conversation about how today’s tech innovation can do the heavy lifting for you.
Read the best practices for making the quick shift to virtual hiring that are helping employers worldwide introduce the strongest iteration of their workforce yet. Download it here.
Jess Woloszyn started her career at iCIMS, turning her passion for industry trends and technology developments from an internship into a full-time career. A Content Writer by day, she moonlights developing health food recipes – but has a serious dark side for some good old-fashioned baking.