Hiring Tools

The conventional methods of recruiting can no longer keep up with the rapidly changing landscape of the tech world. With it becoming increasingly difficult to find skilled talent, recruiters have to think out of the box to attract and retain the best candidates out there.

How can that be done? Technology, of course. It is the one-stop solution for most of the challenges in the tech industry. There are automated tools for every step of the recruiting lifecycle, from sourcing to onboarding.

However, there is a lot of noise in this space, and it can be hard to tell what’s real from what’s simply a good marketing pitch. You may not need tech recruiting tools for all the stages of hiring. Depending on your requirements, do your research and choose wisely.

Tech recruiting technology tools for each stage of the hiring process

Job aggregator tools for sourcing

Talent sourcing takes up a huge chunk of time for recruiters. Without the help of sourcing tools, it will be akin to searching for a needle in a haystack. Automated job aggregator tools make it easy to grow your talent pipeline. There are plenty of avenues like job portals, placement agencies, social media, and hiring challenges to source candidates from.

Job boards and job aggregators are fundamental to the recruiting ecosystem because direct applicants make up 48% of all hires. Let’s take a look at the key features of this recruiting tool for recruiters:

• increases the visibility of your job postings across a wide range of job boards/portals
• carry out an in-depth search of candidates using filters like skills, experience, location, etc. to spot the best ones
• find resumes, contact information, online portfolios, etc., and gather the data under one profile for each candidate. These profiles can be quickly added to your pipeline and you can engage with them over a period of time
• make a quick assessment of the candidate based on their portfolio and projects
• All the data related to a candidate can be stored on one platform with easy accessibility to the entire HR team

Job aggregators to keep in mind:

• Indeed is said to be the largest platform for external hires with 75% of job applications coming in and 47% of all hires in the US
• Glassdoor has its own job board where 83% of its 64 million monthly users are currently looking for a job
• LinkedIn provides a Job Search Tool with advanced search capabilities and can filter out results based on location, skills, industry, and recommendations

Standalone applicant tracking systems (ATS)

Using numerous job boards and portals for posting your job vacancies can quickly become exhausting if you have to do it manually. A study by GetApp shows that 86% of recruiters say using an ATS has increased the speed at which they hire candidates.

A good ATS, recruitment technology tool offers capabilities like:

• job opening posting across multiple job boards and websites
• automated screening of candidates, and their resumes, which also decreases human bias and errors
• database assistance where you can store all applicants’ information
• view the status of each candidate throughout the interview process
• send out assessment invites from the ATS itself to the selected candidates and prepare a performance report in real-time
• initiate offer letters directly from the ATS, get them signed by the candidates and save the documents digitally on the cloud

Offering most of the features listed above, we have some good ATS options in the mix like:

• Lever, a San Francisco startup, focuses on diversity and metric-based recruiting
• Naukri RMS, automates the hiring process from end-to-end
• LinkedIn Talent Hub, allows customers to source, manage, and hire in one integrated platform

Recruitment CRM tools for engagement

Waiting for a role to open to begin scouting for skilled developers is not a good idea. Instead, build and maintain a talent pool of passive candidates. Keep them engaged with company updates and relevant content so that you know exactly whom to approach for any role when the time comes. This is where recruitment CRM tools step in. They help in:

• building a personal connection with the candidates during the hiring process
• keep your candidates in the know by sending timely updates at each stage of the process
• reduce time-to-hire by eliminating manual data entry and increase productivity with collaborative hiring
• effectively engage prospective candidates through social media
• nurture and engage candidates who were not hired in this phase but can be given an opportunity in the future

Recruitment CRM tools that need to be tried out for yourself:

• Zoho has a cloud-based CRM platform that offers diverse solutions for building a relationship with your candidates
• Yello provides an automated talent acquisition platform with a variety of services
• Beamery, a London-based startup offers self-styled recruitment marketing software

Tech screening and assessment software

With scores of applications coming in, it is a huge task for recruiters to identify the ones worth talking to. Do the applicants with great resumes possess the skills that they say they have? The technical screening round is designed to filter candidates who exhibit the skills they listed on their resumes. Additionally, assessments are an effective way to test the behavioral and technical skills of developers. Coding assessment tools provide features like:

• create highly accurate coding assessments or even custom ones based on the job role/skills/experience with minimum technical knowledge
• make use of an extensive inbuilt library of questions across programming languages and skills with a robust proctoring system
• set standard benchmarks for performance to shortlist candidates easily
• sync seamlessly with your existing ATS to keep candidate information in one place

Screening tools that make the lives of recruiters easy:

• HackerEarth Assessments helps you to objectively evaluate developers with a rich library of 13K+ questions across 80+ skills and shortlist candidates based purely on their performance
• DevSkiller provides an automated technical screening platform that assesses candidates based on their skills
• CodeSignal offers coding tests and assessments for hiring at scale

Further Reading

Subscribe to the HackerEarth blog to get awesome tech recruiting blogs like these delivered straight to your inbox, monthly!

Coding interview tools

HackerEarth’s recent developer survey showed that 40% of developers preferred to be interviewed on interview tools that are equipped with code editors and video conferencing. For a fair and objective screening and evaluation of the applicants, coding interview tools are the best choice. They offer features such as:

• conduct structured interviews with standard evaluation parameters
• have real-time code editors with built-in compilers (doing away with whiteboards)
• allow pair-programming
• have AI-powered functionalities
• provide real-time feedback and automated summary of each interview
• enable blind interviewing to combat bias in the process

Coding interview tools that come with most of the functionalities given above:

• FaceCode allows you to invite and conduct coding interviews on a collaborative, real-time code editor that also automates your interview summaries
• CoderPad offers an intuitive programming interface that enables you to leave the whiteboard behind
• CodeBunk provides an online real-time editor and compiler for interviewing developers

Background check tech recruiting tools

You are ready to roll out the offer letter as the selected candidate has excelled in all the rounds of interviews. It is advisable to conduct a background check before that to avoid making a bad hire as well as for additional security purposes. Some advanced features of such tools include:

• an applicant’s ID verification, credit check, drug screening, and social media check
• an applicant’s civil court records, motor vehicle records, and fingerprints for a more detailed verification
• recruiters can create custom screening packages according to job role or department

This helps create a fuller picture of the candidate to deem whether they will be a good fit for the company. Some useful tools to try out include:

• GoodHire provides an easy employee background check experience with its pre-bundled and custom-designed packages
• Sterling helps create safer environments for your employees with its myriad background check services
• Verified First enables accelerated background screening of candidates with its platform

Onboarding and core HR management software

Onboarding tools

Recruitment doesn’t end once the candidate signs the offer letter. There’s still the matter of onboarding. You are given one shot to make a great first impression on your new joiner and you do not want them to be blinded by paperwork.

With nearly 58% of organizations focusing their onboarding programs on lengthy processes and paperwork, only 12% of employees feel that their organization does a great job of onboarding. This is a wake-up call for organizations to switch to suitable tools for onboarding.

Now, let’s help make onboarding enjoyable for you and the candidate with the latest tech recruiting tools in the market. They have automated capabilities to:

• help new hires self-onboard themselves with a checklist of tasks
• finish filling out paperwork like offer letters, tax forms, and company NDAs ahead of time
• customize the onboarding workflows like creating email addresses, allocating company devices, etc. for different candidates
• introduce them to the rest of the team with welcome emails

HR management tools

Now that you have onboarded your new joiners, the next step is to ensure they have an easy and hassle-free employee experience. An integrated HR management tool allows you to manage the entire employee lifecycle from a single platform.

• has self-service options for availing leaves, travel reimbursements, and timesheet entry
• takes care of performance management and employee engagement
• provides payroll and tax filing services
• encourages internal collaboration among employees
• maintains a database of existing employees’ profiles

Tools that offer services for the complete employee lifecycle:

• BambooHR takes care of onboarding, compensation of employees, and building culture at the workplace with its integrated platform
• Leapsome enables companies to carry out performance management, personalized development, onboarding new hires and so much more
• Darwinbox provides an end-to-end HRMS Suite and provides services for all stages of the employee lifecycle

Your employees are the foundation of your company. Therefore, the onus falls on you, as recruiters, to give them the best possible experience. Armed with this toolkit of tech recruiting tools, you can simplify your entire hiring process and keep your employees happy, at the same time.

FAQs on tech recruiting tools for recruiters:

#1 How can tech recruiting tools benefit my hiring process?

Tech recruiting tools can save time and increase efficiency in the recruitment process. Additionally, they also provide valuable data and insights into the recruitment process, helping businesses make informed decisions about their hiring needs and strategies.

#2 What is the difference between an applicant tracking system (ATS) and a recruiting tool?

An applicant tracking system (ATS) is a specific type of recruiting tool that is designed to manage and track resumes and job applications. While all ATSs are recruiting tools, not all recruiting tools are ATSs.

#3 How can I integrate tech recruiting tools into my existing recruitment process?

Integrating tech recruiting tools into your existing recruitment process can vary depending on the tool you choose and your current recruitment process. Some tools offer seamless integration with other HR and recruitment software, while others may require more manual setup and configuration. Be sure to consider the level of integration offered by each platform when choosing a tech recruiting tool.

#4 How to use social media as a recruiting tool?

Using social media as a recruiting tool can be an effective way to reach and engage with potential candidates. Here are some tips on how to use social media effectively for recruiting:

• Choose the right platforms: Consider which platforms your target audience is using and focus your efforts on those. For example, LinkedIn is ideal for professional networking and job postings, while Instagram and Snapchat can be useful for reaching younger candidates.
• Create a company profile: Establish a company profile on the social media platforms you’ve chosen and make sure it’s professional, up-to-date, and provides a good representation of your company culture.
• Post job opportunities: Regularly post job opportunities on your social media profiles and encourage your followers to share the opportunities with their networks.
• Engage with your followers: Respond to comments and messages, and share content that your followers might find interesting or relevant to the job.
• Utilize employee advocacy: Encourage your employees to share your job postings and company culture on their personal social media accounts. This can help expand your reach and increase the credibility of your company.
• Measure your success: Use analytics tools to track the success of your social media recruiting efforts, including the number of job views, applications, and hires generated from each platform.
• Keep it professional: Remember to maintain a professional tone and image when using social media for recruiting. Avoid making any discriminatory comments or posting anything that could damage the reputation of your company.

#5 What tools do tech recruiters use?

There are several tools and platforms that can be used in tech recruitment to make the hiring process more efficient and effective. Some of the important ones are:

• Applicant Tracking Systems (ATS): An ATS is a software tool that helps to streamline the recruitment process by automating many of the tasks involved, such as tracking resumes, scheduling interviews, and generating reports.
• Job boards: Recruiters use job boards like Indeed, Glassdoor, and LinkedIn to post job openings and search for potential candidates.
• Video conferencing software: With the increasing trend of remote work, video conferencing software such as Zoom, Skype, or Google Meet has become an indispensable tool for conducting virtual interviews.
• Employee Referral Programs: Such programs encourage current employees to refer friends, family members, or acquaintances who they think would be a good fit for the company.
• Pre-employment assessment tools: Employ pre-employment assessments to determine a candidate’s skills, personality, and work style, which can be useful in making hiring decisions.
• Social media: Use social media platforms such as Twitter, Facebook, and LinkedIn to connect with potential candidates and promote job openings.
• Chatbots: Integrate chatbots into a company’s website or career page to assist with frequently asked questions, schedule interviews, and collect candidate information.

It has been well established that you cannot hire a developer unless you see them work on a problem real-time.

For the last eight years, we have observed and figured out flaws in the way the tech world approaches the uber-important ‘interview round’. Let us list them for you:

1. Non-standardized, subjective evaluations due to lack of preparation time: From our conversations with multiple hiring managers and recruiters, we realized that ‘prep time’ is a misnomer. Most interviewers we talked to said they could only manage to start prepping for an interview 15 minutes before it started. A lot of the time, candidate resumes are checked minutes before the actual interview happens. With very little ‘preparation’, interview questions are chosen from a pool of common, generic questions or are made up on the spot. This makes the interview non-standardized as the evaluation parameters are not customized to the role at hand.

2. Time away from ‘core’ function: Finding the right questions to ask your candidate and setting up evaluation parameters is time taking. Add to that the time spent in writing manual feedback, and one can see that hiring managers spend a lot of their working hours taking interviews, and away from their core job function. Here’s a quick calculation of how much time your company loses with inefficient interviews:

‍3. The pain of writing detailed interview summaries: Many hiring managers we talked to said they inadvertently end up delaying their interview feedback at the very last minute due to time crunch. Summarizing an hour-long conversation into succinct points requires a razor-sharp memory and ample patience. When you’re rushing through this part of the process, staying objective is hard and hiring managers tend to use ‘gut feel’ in their feedback. Post-interview feedback in most cases is almost always broken, and the age-old problem of miscommunication between recruiters and hiring managers continues to persist due to the lack of an efficient process.

SUBSCRIBE to the HackerEarth blog and enrich your monthly reading with our free e-newsletter – Fresh, insightful and awesome articles straight into your inbox from around the tech recruiting world!

We believe all coding interviews should be OBJECTIVE and SKILL-BASED. So, we decided to end these problems for good

With the enhanced version our coding interview platform – FaceCode – we have added to our suite of kickass developer-hiring tools to ensure that the developer-hiring life cycle remains objective and skill-based.

What’s FaceCode you ask? Only the most advanced coding interview tool ever with a host of features that weed out subjectivity and bias from every situation – whether you’re conducting interviews in person or remotely. FaceCode is like noise cancellation for your coding interviews. It cuts out all the unnecessary noise and allows hiring managers to focus on what matters most: SKILLS.

Here’s how FaceCode helps you solve the problems we listed above (and more):

a. Collaborative, real-time code editor with built-in compiler, and question library

Benefit: Assess design problems without navigating away from your interview interface.

System design problems are a necessity in most senior developer interviews. Our collaborative, real-time diagram board helps you evaluate this skill seamlessly for back-end, cloud engineer and other roles.

e. Diversity Hiring Mode - Hides PII

Benefit: Bye bye bias!

FaceCode interviews come with an anti-bias feature. As a hiring manager, if you would like to keep your interviews bias-free you can do so by switching this feature ‘ON’ when you schedule an interview. This hides the candidate’s PII (Personally Identifiable Information) and masks their name with an alias.

[caption id="attachment_28587" align="aligncenter" width="900"] Hide personal details with aliases[/caption]

And there you have it!

HackerEarth has a policy: Don’t Be An Asshole (it’s part of our cultural tenets). Which also means, we aren’t judgmental people. Unless it’s about how you conduct your technical coding interviews :P

A version of FaceCode with fewer features was made available to HackerEarth clients as an add-on to HackerEarth Assessments late in 2019. The platform saw a 4000% increase in the number of interviews conducted between Q3 2019 and Q3 2020. No doubt some of it was driven by the pandemic, but it is also testament to the fact that hiring managers are waking up to the benefits of having an automated coding interview tool that can help them save time and conduct flawless interviews both remotely, as well as in person.

Yes, many users have come back to us to say that they would continue to use FaceCode even in face-to-face interviews because of its time-saving features, and because how it makes interviews supremely objective. This is why we believe that FaceCode is THE definitive way to conduct coding interviews virtually or on-site!

We’ve heard a lot of good things about FaceCode from our users and we’re glad to be launching it publicly! If you are interested in getting a free trial, do write in to our product whizkid Akash Bhat (akash@hackerearth.com).

Join us as we say goodbye to subjective, inefficient, and outdated interview processes, yes? We’ll wait for you.

The conventional methods of recruiting can no longer keep up with the rapidly changing landscape of the tech world. With it becoming increasingly difficult to find skilled talent, recruiters have to think out of the box to attract and retain the best candidates out there.

How can that be done? Technology, of course. It is the one-stop solution for most of the challenges in the tech industry. There are automated tools for every step of the recruiting lifecycle, from sourcing to onboarding.

However, there is a lot of noise in this space, and it can be hard to tell what’s real from what’s simply a good marketing pitch. You may not need tech recruiting tools for all the stages of hiring. Depending on your requirements, do your research and choose wisely.

Tech recruiting technology tools for each stage of the hiring process

Job aggregator tools for sourcing

Talent sourcing takes up a huge chunk of time for recruiters. Without the help of sourcing tools, it will be akin to searching for a needle in a haystack. Automated job aggregator tools make it easy to grow your talent pipeline. There are plenty of avenues like job portals, placement agencies, social media, and hiring challenges to source candidates from.

Job boards and job aggregators are fundamental to the recruiting ecosystem because direct applicants make up 48% of all hires. Let’s take a look at the key features of this recruiting tool for recruiters:

• increases the visibility of your job postings across a wide range of job boards/portals
• carry out an in-depth search of candidates using filters like skills, experience, location, etc. to spot the best ones
• find resumes, contact information, online portfolios, etc., and gather the data under one profile for each candidate. These profiles can be quickly added to your pipeline and you can engage with them over a period of time
• make a quick assessment of the candidate based on their portfolio and projects
• All the data related to a candidate can be stored on one platform with easy accessibility to the entire HR team

Job aggregators to keep in mind:

• Indeed is said to be the largest platform for external hires with 75% of job applications coming in and 47% of all hires in the US
• Glassdoor has its own job board where 83% of its 64 million monthly users are currently looking for a job
• LinkedIn provides a Job Search Tool with advanced search capabilities and can filter out results based on location, skills, industry, and recommendations

Standalone applicant tracking systems (ATS)

Using numerous job boards and portals for posting your job vacancies can quickly become exhausting if you have to do it manually. A study by GetApp shows that 86% of recruiters say using an ATS has increased the speed at which they hire candidates.

A good ATS, recruitment technology tool offers capabilities like:

• job opening posting across multiple job boards and websites
• automated screening of candidates, and their resumes, which also decreases human bias and errors
• database assistance where you can store all applicants’ information
• view the status of each candidate throughout the interview process
• send out assessment invites from the ATS itself to the selected candidates and prepare a performance report in real-time
• initiate offer letters directly from the ATS, get them signed by the candidates and save the documents digitally on the cloud

Offering most of the features listed above, we have some good ATS options in the mix like:

• Lever, a San Francisco startup, focuses on diversity and metric-based recruiting
• Naukri RMS, automates the hiring process from end-to-end
• LinkedIn Talent Hub, allows customers to source, manage, and hire in one integrated platform

Recruitment CRM tools for engagement

Waiting for a role to open to begin scouting for skilled developers is not a good idea. Instead, build and maintain a talent pool of passive candidates. Keep them engaged with company updates and relevant content so that you know exactly whom to approach for any role when the time comes. This is where recruitment CRM tools step in. They help in:

• building a personal connection with the candidates during the hiring process
• keep your candidates in the know by sending timely updates at each stage of the process
• reduce time-to-hire by eliminating manual data entry and increase productivity with collaborative hiring
• effectively engage prospective candidates through social media
• nurture and engage candidates who were not hired in this phase but can be given an opportunity in the future

Recruitment CRM tools that need to be tried out for yourself:

• Zoho has a cloud-based CRM platform that offers diverse solutions for building a relationship with your candidates
• Yello provides an automated talent acquisition platform with a variety of services
• Beamery, a London-based startup offers self-styled recruitment marketing software

Tech screening and assessment software

With scores of applications coming in, it is a huge task for recruiters to identify the ones worth talking to. Do the applicants with great resumes possess the skills that they say they have? The technical screening round is designed to filter candidates who exhibit the skills they listed on their resumes. Leveraging speech-to-text technology can streamline the documentation of candidate interactions, making it easier to review and share insights with hiring stakeholders. Additionally, assessments are an effective way to test the behavioral and technical skills of developers. Coding assessment tools provide features like:

• create highly accurate coding assessments or even custom ones based on the job role/skills/experience with minimum technical knowledge
• make use of an extensive inbuilt library of questions across programming languages and skills with a robust proctoring system
• set standard benchmarks for performance to shortlist candidates easily
• sync seamlessly with your existing ATS to keep candidate information in one place

Screening tools that make the lives of recruiters easy:

• HackerEarth Assessments helps you to objectively evaluate developers with a rich library of 13K+ questions across 80+ skills and shortlist candidates based purely on their performance
• DevSkiller provides an automated technical screening platform that assesses candidates based on their skills
• CodeSignal offers coding tests and assessments for hiring at scale

Further Reading

Subscribe to the HackerEarth blog to get awesome tech recruiting blogs like these delivered straight to your inbox, monthly!

Coding interview tools

HackerEarth’s recent developer survey showed that 40% of developers preferred to be interviewed on interview tools that are equipped with code editors and video conferencing. For a fair and objective screening and evaluation of the applicants, coding interview tools are the best choice. They offer features such as:

• conduct structured interviews with standard evaluation parameters
• have real-time code editors with built-in compilers (doing away with whiteboards)
• allow pair-programming
• have AI-powered functionalities
• provide real-time feedback and automated summary of each interview
• enable blind interviewing to combat bias in the process

Coding interview tools that come with most of the functionalities given above:

• FaceCode allows you to invite and conduct coding interviews on a collaborative, real-time code editor that also automates your interview summaries
• CoderPad offers an intuitive programming interface that enables you to leave the whiteboard behind
• CodeBunk provides an online real-time editor and compiler for interviewing developers

Background check tech recruiting tools

You are ready to roll out the offer letter as the selected candidate has excelled in all the rounds of interviews. It is advisable to conduct a background check before that to avoid making a bad hire as well as for additional security purposes. Some advanced features of such tools include:

• an applicant’s ID verification, credit check, drug screening, and social media check
• an applicant’s civil court records, motor vehicle records, and fingerprints for a more detailed verification
• recruiters can create custom screening packages according to job role or department

This helps create a fuller picture of the candidate to deem whether they will be a good fit for the company. Some useful tools to try out include:

• GoodHire provides an easy employee background check experience with its pre-bundled and custom-designed packages
• Sterling helps create safer environments for your employees with its myriad background check services
• Verified First enables accelerated background screening of candidates with its platform

Onboarding and core HR management software

Onboarding tools

Recruitment doesn’t end once the candidate signs the offer letter. There’s still the matter of onboarding. You are given one shot to make a great first impression on your new joiner and you do not want them to be blinded by paperwork.

With nearly 58% of organizations focusing their onboarding programs on lengthy processes and paperwork, only 12% of employees feel that their organization does a great job of onboarding. This is a wake-up call for organizations to switch to suitable tools for onboarding.

Now, let’s help make onboarding enjoyable for you and the candidate with the latest tech recruiting tools in the market. They have automated capabilities to:

• help new hires self-onboard themselves with a checklist of tasks
• finish filling out paperwork like offer letters, tax forms, and company NDAs ahead of time
• customize the onboarding workflows like creating email addresses, allocating company devices, etc. for different candidates
• introduce them to the rest of the team with welcome emails

HR management tools

Now that you have onboarded your new joiners, the next step is to ensure they have an easy and hassle-free employee experience. An integrated HR management tool allows you to manage the entire employee lifecycle from a single platform.

• has self-service options for availing leaves, travel reimbursements, and timesheet entry
• takes care of performance management and employee engagement
• provides payroll and tax filing services
• encourages internal collaboration among employees
• maintains a database of existing employees’ profiles

Tools that offer services for the complete employee lifecycle:

• BambooHR takes care of onboarding, compensation of employees, and building culture at the workplace with its integrated platform
• Leapsome enables companies to carry out performance management, personalized development, onboarding new hires and so much more
• Darwinbox provides an end-to-end HRMS Suite and provides services for all stages of the employee lifecycle

Your employees are the foundation of your company. Therefore, the onus falls on you, as recruiters, to give them the best possible experience. Armed with this toolkit of tech recruiting tools, you can simplify your entire hiring process and keep your employees happy, at the same time.

FAQs on tech recruiting tools for recruiters:

#1 How can tech recruiting tools benefit my hiring process?

Tech recruiting tools can save time and increase efficiency in the recruitment process. Additionally, they also provide valuable data and insights into the recruitment process, helping businesses make informed decisions about their hiring needs and strategies.

#2 What is the difference between an applicant tracking system (ATS) and a recruiting tool?

An applicant tracking system (ATS) is a specific type of recruiting tool that is designed to manage and track resumes and job applications. While all ATSs are recruiting tools, not all recruiting tools are ATSs.

#3 How can I integrate tech recruiting tools into my existing recruitment process?

Integrating tech recruiting tools into your existing recruitment process can vary depending on the tool you choose and your current recruitment process. Some tools offer seamless integration with other HR and recruitment software, while others may require more manual setup and configuration. Be sure to consider the level of integration offered by each platform when choosing a tech recruiting tool.

#4 How to use social media as a recruiting tool?

Using social media as a recruiting tool can be an effective way to reach and engage with potential candidates. Here are some tips on how to use social media effectively for recruiting:

• Choose the right platforms: Consider which platforms your target audience is using and focus your efforts on those. For example, LinkedIn is ideal for professional networking and job postings, while Instagram and Snapchat can be useful for reaching younger candidates.
• Create a company profile: Establish a company profile on the social media platforms you’ve chosen and make sure it’s professional, up-to-date, and provides a good representation of your company culture.
• Post job opportunities: Regularly post job opportunities on your social media profiles and encourage your followers to share the opportunities with their networks.
• Engage with your followers: Respond to comments and messages, and share content that your followers might find interesting or relevant to the job.
• Utilize employee advocacy: Encourage your employees to share your job postings and company culture on their personal social media accounts. This can help expand your reach and increase the credibility of your company.
• Measure your success: Use analytics tools to track the success of your social media recruiting efforts, including the number of job views, applications, and hires generated from each platform.
• Keep it professional: Remember to maintain a professional tone and image when using social media for recruiting. Avoid making any discriminatory comments or posting anything that could damage the reputation of your company.

#5 What tools do tech recruiters use?

There are several tools and platforms that can be used in tech recruitment to make the hiring process more efficient and effective. Some of the important ones are:

• Applicant Tracking Systems (ATS): An ATS is a software tool that helps to streamline the recruitment process by automating many of the tasks involved, such as tracking resumes, scheduling interviews, and generating reports.
• Job boards: Recruiters use job boards like Indeed, Glassdoor, and LinkedIn to post job openings and search for potential candidates.
• Video conferencing software: With the increasing trend of remote work, video conferencing software such as Zoom, Skype, or Google Meet has become an indispensable tool for conducting virtual interviews.
• Employee Referral Programs: Such programs encourage current employees to refer friends, family members, or acquaintances who they think would be a good fit for the company.
• Pre-employment assessment tools: Employ pre-employment assessments to determine a candidate’s skills, personality, and work style, which can be useful in making hiring decisions.
• Social media: Use social media platforms such as Twitter, Facebook, and LinkedIn to connect with potential candidates and promote job openings.
• Chatbots: Integrate chatbots into a company’s website or career page to assist with frequently asked questions, schedule interviews, and collect candidate information.

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