Schindler Parent > Blog > Recruiting with HeyJobs: Automated Recruitment.
For some time now, Schindler Parent has been working with HeyJobs successfully: The intelligent recruiting software allows our customers' job advertisements to be played on the appropriate channels in an increasingly target-group-specific manner. Through continuous data analysis, the distribution of the media budget is adapted to the traffic of individual channels. HeyJobs prioritises the ads with the highest interaction and shifts the budget accordingly. The result: targeted use of the media budget for maximum utilisation of the application potential. In other words, optimal conditions for our clients' "brand and margin".
But let's take a step back: What is employer branding, and what is the candidate journey?
Choosing and finding new employees has never been an easy task. Companies from every sector want reliable professionals who complement the existing team in the best possible way. An increasing challenge that is becoming more demanding with the current development of the labour market: Advancing digitalisation, low unemployment rates, and the shortage of skilled workers make recruitment a highly complex task these days. Successfully filling vacancies is becoming quite burdensome, coming up with methods and strategies in employer branding and applicant management all the more important. As is true everywhere, modern problems require modern solutions.
That is where the HeyJobs recruiting software comes into play: as an all-in-one solution, the software covers every step of the recruiting process - from creating job ads to managing and evaluating the applicant database to communicating with candidates. By using various recruiting tools, processes can be automated and adapted to the company's specific requirements. The HeyJobs algorithm makes the appropriate adjustments and analyses which channels generate the most traffic. With HeyJobs, one can simultaneously place ads on over 50 job boards and social media platforms. The applications received are filtered according to individual criteria and stored as a digital personnel file. The result: a highly reliable selection of exclusively qualified candidates - generated completely stress-free and efficiently.
Recruiting includes all the steps that take place between the moment a position becomes vacant and the time the company hires new employees. However, as a first step, suitable job advertisements must be created. Next, choosing the appropriate communication channels to reach suitable candidates is crucial. In order to filter contacts, the selection criteria and benchmarks need to be defined. The use of an application portal can simplify the pre-selection process greatly. Finally, the recruiting team reaches out to potential candidates and fills the position. Ideally, this should involve the most suitable person.
Nowadays, candidate search hardly ever happens analogously. The various ways of contacting candidates electronically or online are called e-recruiting or online recruiting. Today, most employers rely on the electronic way when placing advertisements, as well as in the selection of application channels. And rightly so: brochures are all well and good, but if you want to reach people - especially the younger generations - you can no longer bypass social media platforms. In addition, online job exchanges, career websites, and various forms of mobile recruiting are no longer insider tips. Particularly, mobile app applications are proving to be rather promising: most candidates prefer to apply via smartphone.
Thus, it is worthwhile to keep up with the pulse of time. But that is easier said than done: the ever-increasing range of social media platforms and the associated volumes of data quickly lead to confusion. Those who want to conquer these issues need the appropriate tools. In other words: software solutions. At Schindler Parent, we have been relying on the online recruiting software from HeyJobs for a long time.
These days, most companies use e-recruiting. It means that the entire recruiting process takes place electronically. In short: recruitment adapted to the digital age. Here, we are not just referring to contacting the applicants but the entire recruiting procedure: from the online job advertisement to the management of the application file. So, it only makes sense to rely on appropriate software solutions.
At first, many entrepreneurs are sceptical, as is often the case with innovations. Thus, frequently asked questions include: "Does the changeover to a software solution bring the promised advantages?", "How much effort is involved in the changeover?", "How much does an e-recruiting software cost, and is it worth the investment?
At Schindler Parent, we believe these questions are unnecessary. An e-recruiting software and its benefits greatly outweigh the traditional process. For this purpose, we would like to mention the cost and time savings accompanying the switch to a recruiting software. The complex and time-consuming evaluation and comparison of application documents are considerably shortened by e-recruiting. Of course, a recruiting software also entails costs but compared to the traditional variant, the electronic solution proves significantly more efficient. Last but not least, the "candidate experience" is further enriched by automated and digitalised application processes. At HeyJobs, everything is designed to bring candidates to their dream job without stress: from optimised contacting to a more rapid process in application management, and reliable negotiations to qualitative training.
The satisfaction of the employees is a vital aspect of recruitment - even before they are hired. With HeyJobs, employers have a clear advantage, as the digitisation of the application process also benefits applicants. The candidate journey describes the entire process an applicant goes through: From the first contact with the company to onboarding and networking within the company. The journey can be divided into five sections: The first section is about attracting potential candidates through outdoor advertising, social media postings, trade shows, and various other forms of outreach. It is followed by providing relevant information on career sites, company blogs, or newsletters. The third section is about the application: Should interested candidates apply via job portals? Are assessments appropriate? Through which channels are applications accepted? Application via an online form on a job portal or filling out and sending a job request via a mobile app increases user-friendliness, reducing the inhibition threshold to send an application.
The next phase deals with the candidate selection and deciding who is best suited for the advertised position. It is followed by direct contact in the form of interviews and negotiations. Finally, the last stage is onboarding, during which the person who has now been hired is trained and interconnected. HeyJobs makes the candidate journey as pleasant and uncomplicated as possible, which is inviting for job seekers and promises employers a higher success rate.
Recruitment can be broken down into several consecutive sections. For each of these sections, there is a suitable recruiting tool that helps to achieve the best possible result regarding the corresponding task. A recruiting software contains several such tools, which align with each other. These include the active approach of candidates, the selection and simultaneous use of several channels, the creation of a talent pool, ready-made text modules for job advertisements, the career page, and various tools for applicant management.
Social media platforms are convenient for targeting candidates both actively and passively. Directly addressing candidates is an effective way to fill vacancies quickly, as traditional job adverts involve long waiting periods. Furthermore, targeting potential candidates allows for a pre-determined level of quality that open job ads cannot guarantee. The company that advertises the job decides who is eligible for certain jobs and selectively approaches the respective person. Thus, employers already make a pre-selection when contacting applicants. There is no need to filter application documents, saving time and resources.
Nevertheless, and in addition to a direct approach, placing a job advertisement is still a good idea. One can design it in an appealing and professional manner with the help of suitable tools. Based on this, text modules and templates are compiled individually and checked for SEO conformity, mobile capability, and social media compatibility. The same applies to the career page. One can optimise the appearance and user-friendliness of prefabricated modules and design templates. In addition, landing pages can be adapted to specific job profiles, and a link to social media profiles is always recommended.
With the multi-posting tool, job ads can be placed on several channels simultaneously with just a few clicks. One can determine the respective platforms in advance, and the algorithm evaluates their efficiency, indicating which options are the most sustainable.
In developing an optimal recruiting system, the leading factor is data: from the first steps of approaching candidates to the onboarding and networking of the acquired employees. Every step of the recruiting process offers enormous information potential that can increase the efficiency of recruitment. However, the collected data alone does not bring any advantages. Only data analysis provides insights that continuously improve the recruiting process. It involves questions such as: Who applies? Which channels are used to reach the company? How do applicants experience contact with the recruiting teams? And what are the experiences during the onboarding process? Thus, integrating analytic tools into recruitment is key regarding the application-specific utilisation of data.
One can monitor ongoing developments in the application process in real time. Aspects such as budget allocation, the selection of channels for job advertisements, or direct access to potential candidates can easily be implemented at any time with the corresponding tools, exporting the data in various file formats to record, compare, or communicate an interim status.
Especially in applicant management, the evaluation of collected data is of great significance. The collection platform of relevant applicant data is called a talent pool. A talent pool is a database in which job applicants are registered. If several qualified people apply for the same job, those who did not get the job can be included in the talent pool. Often there are also applications for positions that are not currently vacant. Including them in the database means these requests are not lost but remain available and retrievable for the future.
In addition, one can define target groups by evaluating applicants' information. It ensures lasting advantages, like the conception of job advertisements for example.
Finding suitable candidates is the first essential step in the recruitment process. But if you think that's all it takes, you're mistaken. Maintaining contact with candidates is crucial to making the application process as effective as possible since other qualified candidates are still valuable, even after a position has been filled. Including them in the talent pool makes them immediately available in the event of a shortage of skilled workers in the future. However, it is not enough to store interested candidates in a database. One must remain in contact so that interested candidates remain interested. In Candidate Relationship Management, also known as Recruiting CRM, one focuses on maintaining and managing relationships with candidates. Established contacts are transferred to the CRM tool, where they can be integrated into automated processes such as newsletter subscriptions. There are a variety of possible newsletter options that are appealing to candidates. These include things like Christmas and Easter greetings, information about events, awards, client growth, blog articles, and much more. The main thing is that candidates do not forget about the employer brand. In addition, data-related CRM functions help to keep track of application histories, the talent pool, and future staffing options. Candidate Relationship Management also builds and maintains the employer brand in this context. After all, the impression interested parties acquire of the brand should be as positive as possible.
Applicant management covers several functions in the recruiting process. It involves the administration of application documents, internal coordination processes, and contact with applicants. In practice, it is about creating job advertisements, selecting channels, and adapting newsletters. The focus is on the candidate's experience. One of the most vital aspects in this context is avoiding long waiting times. Candidates who are forced to wait a long time for feedback quickly lose interest. A candidate management system helps to speed up the process by combining and automating several recruitment steps. Employers also have the option of implementing self-learning algorithms in the system. These evaluate information on individual applications and adjust the recruiting tasks accordingly. At the same time, they collect valuable data that makes everything relevant available to the recruiting teams in just a few clicks.
In applicant management, the aim is to improve the employer's image. Thus, optimising time management contributes significantly: brief and high-quality answers create a reliable impression of the company. It not only increases the chance of applicants accepting the job, but the quality of the candidate experience can also get around via recommendations and appear in reviews. Thus, an applicant management system is advantageous for employers in several respects.
The applicant management software contains everything a digitally applied applicant management system needs. Individual tools such as the talent pool, tools for direct contact, and text modules for job advertisements are all combined and coordinated in one software package: This ensures the best possible results in dealing with candidates and managing applications. Employers implement HR-Software in their digital recruitment to benefit from the advantages of automated candidate management.
Applicant management software is primarily used to automate the recruitment process. But what does that mean exactly? Candidate management begins with the registration of candidates and ends, in the best case, with hiring the most suitable candidate. Administrative tasks, documentation of data, and communication with candidates also play a decisive role. With the software, manual procedures are replaced by automated processes. At the same time, databases are filled with convenient information, which enables analyses and the organisation of application documents. Employers always have an overview of the application process and gradually build up a talent pool that gives them access to highly qualified candidates at any time. Anyone who has already had experience with HeyJobs knows how quickly the quality of the application process improves through the implementation of appropriate tools.
Modern employers can no longer overlook the advantages that an e-recruiting software and all its tools can bring. The recruiting team and the candidates benefit from a fast and efficient process. The time and resources saved are worth it for both sides. The candidate receives quick feedback on a maximally uncomplicated application process, and the employer saves valuable time that they can invest in another area of the company. The obtained data is available at any time and does not have to be analysed in advance. It increases the efficiency of the entire recruiting process and helps in decision-making.
To conclude, here is a concise summary of the advantages HeyJobs brings to recruiting: Addressing the potential target group to the maximum extent by placing job ads on more than 50 channels. With the help of automatic pre-qualification and self-learning algorithms, the selection is limited to qualified candidates only. These candidates can apply quickly and easily via an app, which reduces ongoing costs, as applicant data is analysed in the software, and the selection is increasingly limited to the most efficient channels. Finally, the recruiting team can view the most suitable applications in the talent pool and fill the position to the utmost satisfaction of all involved.
More information is available from:
Christoph Siwek
Creative consultant / Group Head Text
christoph.siwek@schindlerparent.de
