Six ways recruitment screening software helps organisations find suitable candidates
4 minute read
Recruitment screening software has become an essential tool for many organisations in today’s highly competitive job market. With so many job seekers applying for the same role, recruiters and hiring managers need to filter through hundreds, if not thousands, of CVs to find the most qualified candidates. This process can be time-consuming and overwhelming, and can fall foul of mistakes and biases.
Recruitment screening software streamlines this process, making it easier for hiring managers and recruiters to identify the most suitable candidates for a particular role. In this blog post, we will discuss six ways recruitment screening software can help your organisation find promising applicants, and why it’s essential to incorporate this technology into your hiring process.
Six ways recruitment screening software helps you find the right candidates
Here are six ways you can use recruitment screening software to help you find suitable job candidates:
1. ‘Killer’ questions filters out unsuitable applicants
‘Killer’ questions are designed to immediately weed out unsuitable candidates based on their responses, helping recruiters and hiring managers narrow down their pool of applicants quickly. For example, if the job requires the candidate to have a certain skillset or the right to work in the UK, a ‘killer’ question identifies those who do not meet these requirements. Including these types of questions helps recruiters save valuable time and resources that would have otherwise been spent reviewing unsuitable CVs, and instead focus on the most qualified candidates for the role.
2. No missed CVs
Recruiting software stores older CVs in the system*, ensuring that they are not overlooked for current vacancies – even if they were submitted for previous job openings. This can be especially useful for candidates who may not have been suitable for past roles but have experience or qualifications that make them a good fit for a current or future opening. With this technology, recruiters and hiring managers can easily access a candidate’s previous application materials and consider them for new roles.
* Candidates will need to agree to this. Their CVs are then stored in accordance with an organisation’s GDPR and data retention policy; organisations should take care to remove sensitive data when the permissions they have secured expire.
3. Simpler organisation of information
HR recruiting software helps recruiters and hiring managers quickly sort through job applications by searching certain keywords and filtering out unsuitable candidates. This makes it easy to identify and prioritise the most qualified applicants for a particular role. For instance, if a job opening requires specific skills or experience, recruiters can easily search for those keywords in the applicant’s CV and cover letter, helping them identify the best fit. They can also us the software to keep track of candidate status, such as who has been shortlisted or interviewed, and stay on top of their hiring pipeline.
4. Integration with job boards
Recruiter software allows users to easily post job advertisements on multiple job boards simultaneously. This not only saves time and effort but also increases the chances of finding the right candidate by reaching a wider audience. Integrations can be done directly or through an intermediary application. For example, Ciphr’s iRecruit allows for integration with services from partners such as Talent.com and Broadbean.
5. ‘Blind’ recruitment
‘Blind’ recruitment can help organisations ensure their hiring processes are fair and less subject to bias. Some recruitment software (such as Ciphr iRecruit) removes personal information such as name, age and gender from candidates’ applications, reducing the likelihood of unconscious bias affecting the decision-making process. As a result, recruiters and hiring managers can evaluate candidates based on their qualifications, experience and skills alone, making it more likely for applicants to be hired on merit.
‘Blind’ recruitment contributes to a more diverse and inclusive workforce, as candidates from all backgrounds are given an equal opportunity to be considered for the role. By leveraging this feature, organisations can not only improve their hiring process but also enhance their reputation and appeal to a wider pool of candidates.
6. Integration with right to work and background checks
HR and recruitment software that integrates with right to work and DBS or other background check services allows recruiters and hiring managers to screen candidates before making an offer or make the offer conditional on passing said checks. This helps ensure that the applicant complies with legal requirements, such as the right to work in the UK. This feature can also improve the candidate experience – they won’t have to submit additional paperwork or undergo a lengthy screening process, potentially meaning they’ll be able to start their career with you sooner.
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Use recruitment screening software to find the right talent for your organisation
Recruitment automation software can help your organisation streamline its hiring process, save time and resources, and make better-informed hiring decisions. The six features discussed in this blog post will help you find the right job candidate, ensure fairer hiring, and create a more diverse and inclusive workforce. Ciphr’s iRecruit offers all these features and more, and we’re proud to say we’ve helped organisations all over the UK improve their recruitment process – both for applicants and recruiters.
To learn more about the benefits of Ciphr iRecruit and how it can help your organisation find suitable talent, download the Ciphr brochure or book a demo today. With the right tools and technology, your organisation can make hiring a seamless and efficient process that delivers results.