Using Technology to Get Recruited

​The traditional recruitment process has certainly earned innovative and dynamic competition from tech-driven solutions. Brands looking to attract tech-savvy, digital-native talent from Millennials and Gen Z need to meet that talent on the platforms and in the digital spaces where they spend their time. Employers are using advanced tactics such as artificial intelligence, mobile apps, and gamification to examine larger candidate pools so they can shortlist the most suitable candidates more rapidly. At the same time, organizations are also putting the relationship with workers back at the heart of the recruitment process, with an increased focus on humanizing their brands and understanding job seekers’ priorities and aspirations.  The recruitment industry has never been shy about embracing innovation. So, without further ado here are 3 recruitment technologies that benefit both the recruiter and the candidate. 1. Chatbots AI-powered chatbots automate the engagement between companies and candidates. They can filter out candidates who are unsuitable, unlikely to be interested, or otherwise unavailable before they ever talk to a human being. Olivia has one of the most robust recruiting chatbots out there. Their founding team has been in HRTech basically forever and have built everything from job boards in the 90s to recruitment marketing software in the 00s, and now chatbots. 2. Search Platforms  Built in search engines like Jooble, enable job-seekers  to search jobs on the major job boards and career sites. Jooble automatically filters out duplicated jobs, so similar jobs, posted on several career sites, are shown as a single one. This can save job-seekers a lot of time as they see all relevant job openings in one place. Search platforms also give recruiters and job boards additional reach, and can drive additional interest to job posts. 3. Recruitment Marketing Search engine optimisation (SEO) was already important — if your postings aren’t getting seen, you’re not likely to receive applications for them — but in the era of Google for Jobs, it’s an essential part of your marketing toolkit. Email marketing has, in the wake of the GDPR and the rise of other, more popular channels, become a more cautious practice. But it’s still a vital means of contacting candidates. SMS marketing was long perceived as intrusive, but in an era where push notifications are commonplace, it’s finding new levels of efficiency. The rise of Rich Communication Services (RCS) has seen a corresponding rise in engagement: tools like CloudCall unite IM, text, and voice within a single distinct database – one where conversations are saved and made searchable in candidate records. It also integrates with CRM systems such as Bullhorn, and is therefore ideal for the most responsive and agile recruiters. 4. Personal relationships In such a competitive space, personal relationships can really make the difference! Covve Intelligent address book is designed to help you better manage relationships and create opportunities. It’s your AI-powered contacts manager, helping you stay in touch, grow and leverage your network. Whatever shape your strategy takes, use marketing analytics tools to understand what activities are working, and which aren’t. You can’t improve or refine your practices otherwise. Using Covve you can also automatically add info to your contacts, like their picture, their job description, company and much more. Covve automatically scans the web, adds contact info and helps you seamlessly stay in touch with your contacts. Click here to find out more. We just launched a new feature for Pro users! Say hello to Daily Backups and never lose a contact, ever again! Covve will automatically backup your contacts every time you open the app and give you access to a list of all your daily backups.