It’s easy to get tunnel visioned into believing what you’re using to find people is working. After all, you’ve been using these tools since you first joined the team.
To be challenged is the nature of the hiring game: Companies’ road maps change, budgets are frozen, and people aren’t getting any easier to find. Adapting to the change means getting rid of what isn’t working.
Let’s start at the source.
Take a minute to stop and stare at the Machine Intelligence Landscape, mapped by Bloomberg Beta’s Shivon Zilis.
People (users) and their demands are driving supply, no matter how niche their business problem may be. Leave it up to machine intelligence to deliver the solution.
Zilis says it best:
Many machine intelligence companies have figured out that they need to speak the language of solving a business problem. They are packaging solutions to specific business problems as separate products and branding them that way. They often work alongside a company to create a unique solution instead of just selling the technology itself, being one part educator and one part executor. Once businesses learn what new questions can be answered with machine intelligence, these startups may make a more traditional technology sale.
Whether you’re building out your hiring toolkit, or trying to make sense of what’s in it, identify these key features to decide what’s helping you reach your goals, and what’s slowing you down.
Intuition and customization
Your sourcing platform shouldn’t make your job harder, which is sometimes easier said than noticed. One way to determine that is to pay attention to 1) how many tools (HCM, CRM, ATS, etc.) you’re using and, 2) how frequently you’re switching between them.
Integrations are gold. When your tools can be best friends with each other, the hiring process is even more seamless, making it easy to blaze through dozens of candidates every day. Whatever you’re using to keep track of candidates should also work smoothly with the way you sift through candidates, and there should be some room for modification. Is it intuitive? Does it flow with your process? In this case, haste doesn’t always make waste.
Ability to automate
On that note, if you’re still wary about leaving it up to machines to do your job, there’s hope. It’s called machine learning because at the end of it all, you’re in charge. Believe it or not, products and the engineers that build them are paying attention to the way users operate, meaning the more you use your products, the more your products will understand the way you behave and work. (We’re all on a quest to be more data-driven, remember?)
Automation is a by-product of such learning. A product that can do most of the heavy lifting of recruiting (like identifying only qualified people, following up with candidates and reminding you to follow up with candidates, stack-ranking applicants) according to parameters you’ve set, it’s mostly efficient. Toy around with your tool’s settings and take note of how it works, considering different job reqs, varying team members’ use skills, and how that compares with other tools with similar automation features.
One day, when you least expect it, your recruiting tool is going to bug out, and maybe even break. An (actually supportive) support team should be your backbone for figuring out what’s broken, and communicating with their engineering team to fix it.
These questions still reign true to gauge how CS benefits your team:
- Is there a knowledge base with solutions to common problems, and an FAQ section?
- Is the support team available around the clock or only during traditional working hours?
- Can the support team be accessed by email, phone, or both?
- How quickly and effectively can they solve your issue?
- How important is on-site or virtual product training to your team?
A strong CS team also helps you use the product smarter and to its full advantage, supporting your hiring goals to keep your team aligned.
On cutting the cord on unproductive hiring tools: If it doesn’t serve you well, lose it. There’s bound to be a more rewarding, intelligent machines out there.
In other news, we’ve opened up registration for the World’s Greatest Sourcer competition for 2016. $3,000 goes to the talent pro with the finest sourcing skills. Is it you?
- 3 Ways to Evaluate Sourcing Tools for Your Team
- Did You Know the Talent Gap is Costing Recruiters an Extra $20 Billion?