Today’s competitive landmark has turned recruitment into fighting for talents. Not a surprise anymore. We work hard to:
- Promote our employer brand
- Attract the candidates with the target profile
- Qualify them against the required skills
- Convince that our position is better than ones from the competitors
What is this process similar to? Yep, that’s selling. We search for the best candidates the same way as sales reps search for large clients. And we “sell” them our jobs as our companies sell their products and services.
Since talent acquisition becomes more and more similar to customer acquisition, does our recruiting software support us with these changes?
To answer this question, let’s review the main components and differences between traditional and modern recruiting systems.
Traditional Recruiting Software
Traditional recruiting systems were designed mostly for the internal processes and collaboration inside an organization. They usually had a limited focus on interactions with the external world.
The typical components of classic systems are:
- Applicant tracking: managing candidate data and their progress along the hiring process
- Requisition management: creating and approving job openings inside a c company
- Interviewing and Selecting: assessing candidates and selecting the right ones
Modern Recruiting Software
Modern recruiting systems change their focus to current and potential candidates.
Recruitment Marketing
Building awareness and generating interest among the target candidate audience are the critical factors of contemporary hiring. Recruitment marketing utilizes all the tools of the traditional one:
- SEO (Search Engine Optimization), which gets your job postings searchable online
- Social media, to promote your jobs on Facebook, LinkedIn and other
- Paid ads and listings
- Email and content marketing
Career Portal
Though the career portal is a part of recruitment marketing, I dedicated it based on its crucial role in modern talent acquisition. It’s a gateway to the external (online) world for all your recruitment activities. Career portal helps you:
- Promote your employer brand
- Publish your jobs and get applications online
- Collaborate with your candidates on all the steps of the hiring process
- Source your internal candidate database and talent pools
Candidate Sourcing
Candidate sourcing refers to engaging passive candidates, which are not in an active job search at the moment. These tools aggregate data about candidates from various sources and outreach your target audience.
Candidate Experience
And finally, but probably the most important is that modern recruitment and systems care more about overall candidate experience from the first contact till the hire. A good system has to make the process smooth, encourage a positive impression about your company, and show you care and respect your candidates.
Conclusion
So the major trend in HR Tech is moving the focus from internal processes to candidates and ways to attract them. That’s how we build Talenteria – a new career portal and recruitment marketing platform, that implements the best practices of Internet marketing and E-commerce in talent acquisition.
Of course, there are other impacting trends (AI and ML, bots, automation, big data), which influence recruiting software. However, they are out of scope and probably will be discovered in the next articles. Subscribe to get updated! 
