My 3 Favorite Tools as a Recruiting Leader

Success is often driven by the ability of a leader to find the right tools, at the right time, for the right job. I will often get asked by other Recruiting Leaders what are my favorite tools. The recruiting technology landscape has changed so much over the last 24 months and for tech nerds like me, it’s glorious. I spend a lot of time reviewing new trends and the products out there to attempt to stay ahead of the curve. Here are my three favorite tools to use as a recruiting leader.

Shortcut: If you’d like to listen to my recommendations, I recently shared these tools on the ChadandCheese podcast. You can listen to them below. If you haven’t subscribed to their podcast, you’re truly missing out.

Hiretual-Sourcing, CRM, Market Insights

This is the second company I’ve brought this fantastic tool to. Sure, recruiters have access to platforms and job boards to attempt to find passive talent but the methodology is incredibly inefficient. If you’re looking on LinkedIn, you’re limited to not only candidates who have a LinkedIn presence but also limited by the algorithm the company uses to spotlight talent within your search. Job boards are much the same and limited to how you can search for candidates based on the contract you sign up for.

Why not have a platform that can leverage AI and machine learning to maximize all of your sourcing, regardless of platform in one simple interface?

Hiretual is a cloud-based recruiting solution that can be used across various industry verticals such as e-commerce, construction, hotel, media and entertainment. Key features include AI-based candidate sourcing, pipeline management and team collaboration. Think of it as a one-stop solution to allow you to search for passive candidates, gain market insights based on that talent pool, and manage a pipeline of talent in their built-in CRM.  You can also integrate it with your tech stack for a complete top-of-the-funnel solution — source across 750M+ profiles, engage with personalized campaigns, and rediscover lost profiles in your ATS.

Here is a quick list of my favorite features:

• Amazing user experience and search functionality.
• The Market Insights is built right into the search and exports in a very slick presentation to share with hiring managers.
• Email Sequence Automation allows you to spend less time tracking down candidates without sacrificing engagement.
• Data, Data, Data-from market data, candidate data to email campaign analysis. This tool has it all
• Diversity is front and center for Hiretual. Reporting automatically reviews the diversity of your candidate pool to be sure you keep your eye on the important behaviors needed to attract diversity at the top of your funnel.

Wade and Wendy-AI built for you!

Wade and Wendy’s goal is to leverage AI and machine learning to bolster recruiting productivity. “Wendy” (the AI) automates task-driven recruitment processes and increases recruiters’ bandwidth to better focus their time on the candidate experience. The AI functions as a 24/7 recruiter that focuses on the top of the funnel to not only source and deliver candidates but evaluate and rank them before sending them to recruiters for further review.

One of the first components that appealed to me was the ability for Wendy to decipher through a job description to best understand the attributes you may be looking for. I know a number of platforms that claim they can parse through job descriptions to help build search functions but I’ve rarely found one to be spot on. Even when they help you build the search string, you still have to copy and paste into all of the sourcing channels to begin building your candidate pipeline. Wendy does all of this for you.

This is a slick product and helps reduce the laborious tasks associated with the front end portion of recruiting. If you’d like to read more about the firm and see some screenshots, check out my post on the firm here.

Visier-Data Analytics made EASY

I’ve written a lot about the convergence of Data Analytics and Recruiting based on my experience using the Visier platform. The firm continues to leap forward and put HR Analytics in an easy to understand format for both HR professionals and end users. The simplicity of information is a hallmark of the Visier platform design that just keeps me addicted.

I recently tried to build a report in Google’s Data Studio to show me trend lines of our recruiting activity. I know I am not the only one who has weeks when we close a ton of jobs, only to see the total open requisition number move by one or two jobs. Visier’s ability to quickly analyze this information and place it in an infographic that even non-recruiting professionals can understand is why this tool is so vital. I like how Visier will pose questions and provide the answers once you click on the icon. For instance, rather than trying to leverage the platform to do a deep dive into your turnover, the platform will have questions like: Where is my highest turnover? What makes someone stay or resign?

I did a write-up on their Talent Analytic dashboard a while back and included screenshots. Be sure to read more about it here. If you like that article, be sure to search for Visier on this blog and you’ll see a lot of my data analytic posts are about them and the information/insight they provide.

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I’m sure many of you will read this post and think I’m being paid by these companies to showcase them on the blog. Not the case. These are three of my favorite tools and I like to share what works and what doesn’t. The tools mentioned above are not the only tools to use though. I’d encourage you to demo several products to find what works best for you, your needs and your organization.