12 Benefits Of Hiring Employees On Recruitment Platforms

In the 1990s hiring employees was within the confines of local newspaper ads, headhunting, and referrals. Although these methods of recruitment are still prevalent, recruitment platforms have revolutionised the process and made recruiting easier, more efficient, and more affordable.

In this article, we dive into the benefits of hiring employees on recruitment platforms and top tips to take care of when hiring them.

Powered by modern technologies and the emergence of job boards, recruitment platforms are digital systems developed to ease the recruitment process — from job postings to onboarding new hires.

They are a great resource for employers, and of which, time savings are one of the biggest benefits of hiring employees on recruitment platforms.

By making job postings public and allowing automated applications, employers can access thousands of potential candidates without having to take time to manually review and contact them.

It’s like cherry-picking talent from the comfort of your own office.

Recruitment platforms often have databases of pre-screened candidates —making it easier to quickly nail down potential hires.

Also, search for candidates by criteria such as location, experience, and skillsets.

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Once you identity potential candidates, employers can easily communicate with them, review their information, and shorten the recruitment process.

But there’s one glaring issue.

Too many recruitment platforms can confuse you!

Did you know over 98% of fortune 500 companies use recruitment software to find the right talent?

But with so many recruitment platforms available to hire employees, it’s important for HR managers to do their research to determine which platforms best meet their requirements.

From ZipRecruiter, to Indeed each platform holds its own advantages and features — and then comes the question of which is better ZipRecruiter vs indeed.

In this article, we deep dive into the benefits of recruitment platforms designed to help you pick the right one for you.

Enhance social reach multifold

The emergence of social media has led to more and more employers making use of recruitment platforms to help them reach out to a larger number of candidates. Share a job posting on a recruitment website on other social media networks to increase your reach significantly.

Filter applicants automatically

Recruitment platforms provide employers with the option of filtering candidates based on criteria such as experience, skillsets, and location — narrowing down a large applicant pool to shortlist candidates suitable for the role.

In addition, platforms also provide features to conduct automated assessments and tests, which help employers take the best decision while selecting the right candidate.

Related reading: 14 Admirable Attributes of a Great Employee

No room for human bias

Recruitment platforms provide employers with the option of selecting candidates who are the best fit for their organisation, free of any human biases, and perspectives. This also helps employers find candidates who truly fit their requirements and vision. This way, applicants can know their application is being judged on their merits, and not on their race, gender, marital status or age.

Decisions are more data-driven, with less guesswork

Recruitment Platform analytics provide employers with insights into the strengths and weaknesses of their recruitment process, what jobs are popular with applicants, and which recruiters to use to post job openings on the platform which receive the most applications

All of this data goes into helping employers make more informed decisions about their recruiting process in the future. For example, if employers find their job postings are not receiving many applications, then they can review their job postings to identify any changes needed.

Reduced recruitment cost

Recruitment platforms enable employers to save immensely on spending costs related to the recruitment process, such as staff time, advertising fees and travel costs. Employers can post jobs on different platforms, receive applications, shortlist and even schedule interviews — reducing their recruitment costs significantly

Reduced time to hire

Recruitment platforms save employers time by allowing them to review candidate profiles quickly and also allowing them to automatically filter and assess applicants.

Platforms also offer employers the ability to post jobs quickly, with many of them offering integrated tools to post directly to job boards and other websites.

Related reading: When Do You Know It’s Time for a New Hiring Strategy?

Improves brand reputation

By using recruitment platforms, employers can create a positive impression of their company by highlighting their company culture and values.

In addition, recruitment platforms also provide employers with a means to rank and review candidates, enabling employers to make sure their recruitment process is fair, transparent, and unbiased.

Did you know 75% of people would not take a job with a company with a bad reputation – even if those unemployed? Sustaining a brand reputation is critical, and recruitment platforms ensure this.

Greater accountability and transparency

Recruitment platforms let employers track the entire recruitment process. Be it job postings to assessments and onboarding, it offers employers improved accountability and transparency.

Platforms also provide employers with the ability to monitor the performance of hires — keeping employers informed of the progress of new hires and ensuring their teams stay on track.

In addition, platforms provide employers with the ability to review applicants, allowing them to assess the suitability of candidates for a role, and decide if and when the candidate is ready for hiring.

Connecting with a passive job seeker

Most recruitment platforms allow employers to post jobs open for applicants, helping employers reach out to potential candidates who had not considered applying for a job at the organisation before

For companies with a large network, recruitment platforms provide a great way to identify and contact passive job seekers — such as those who are already employed but open to leaving.

Recruitment platforms also provide employers with an efficient way to screen and assess passive candidates. This results in a more effective recruitment process.

Integration with other tools

If you have invested in one, you would know recruitment platforms layouts are integrated with existing HR and payroll systems.

This enables employers to create a streamlined recruitment process; helps employers manage and track both job postings and candidate progress in one place, while also providing them with access to other features such as candidate assessment and employee tracking.

Job posting sites such as Indeed and Glassdoor allow employers to post job openings on multiple job boards in a fraction of the time, increasing their outreach and the number of applications they receive.

Develop employer network

Building a network of talent, with applicants able to connect with employers directly for future job opportunities is like a walk in the park with recruitment platforms. This, in turn, can pose a valuable resource for employers, as it allows them to create long-lasting relationships with potential candidates and build a pool of talent for future roles. Such networks promote employee advocacy too. All of this provides employers with an even greater reach and helps them to build their company’s brand and reputation.

Security of data

The security of candidate data is critical, no matter what. Recruitment platforms are thus packed with the highest level of security features. This ensures candidate data is secure, and protected – to avoid any threat to the data. Many layers of security and encryption are there to ensure candidate data is secure and protected from unauthorised access.

Top tips to hire employees on recruitment platforms

Tailor the job posting, ditch the generic posts

Be sure the job posting consists of relevant information in a concise and crisp format. It must cover the description of the job, and the qualifications needed for it. As good advice, steer clear from generic posts or use basic templates as this will not attract the right kind of talent.

Avoid using words such as “enthusiastic” or “team player” as these don’t contribute to the context and do not tell the candidates what you expect from them. Even avoid using words such as “ninja” and “rockstar” as this can give potential candidates the wrong idea about the role.

Highlight your company’s culture and values

To attract the right kind of talent, it’s important to highlight what makes your company unique. Job postings should include information about company values, company culture, the work environment and any other benefits which could be attractive to potential candidates.

Create applicant self-assessment tests

Many recruitment platforms allow employers to create a series of self-assessment tests which job applicants can take to assess their competency for the job. This helps employers quickly identify who is likely to be the most suitable for a role and save time by outsourcing the recruitment process.

Make sure you check references and qualifications

Once you have chosen the best candidate for the role, make sure you check their references and qualifications. This will help to ensure you make the right decision when hiring and help you pick the most suitable candidate for the job.

Reach out to passive job seekers

If you are looking for the right kind of talent, don’t forget to reach out to passive job seekers such as those already employed and looking for a change.

Keep track of your progress

As you go through the recruitment process, make sure you keep track of your progress. This will help you to monitor the progress of any new hires, and make sure your team is on track.

Create a feedback loop

Remember, recruitment is a two-way process. So, make sure you are open to feedback from both job applicants as well as your team. Listen to what they have to say and take any feedback into account when making decisions. Moreover, feedback can help to improve your recruitment process in the future.

Utilise social media

Don’t forget to use social media to advertise any open job roles, as this can help to create awareness and increase the number of applications you receive. LinkedIn is already a recruiter’s favourite but its advanced search features like Sales navigator can also be utilised to look for candidates.

Build relationships with universities and alumni

Universities can be a great source of talent for employers. Reach out to local universities and alumni associations to build relationships and source the best talent for your roles.

Make sure to use analytic tools

Analytics tools can be invaluable in tracking the performance of your recruitment process, allowing you to monitor the effectiveness of the different recruitment strategies you use. This will help you to make improvements and optimise your recruitment process for the future.

Be transparent

Keep job applicants informed throughout the recruitment process and provide clarity about job expectations. This will help to ensure the candidate is a suitable fit for the role, and make sure you’re attracting the best talent for your company.

Related reading: How To Improve Your Hiring Process: 6 Tips That’ll Improve Your Process Efficiency

In Summary

It’s clear: recruitment software makes it easy for employers to find and hire their next employee. As per 68% of recruiting professionals, investing in new recruiting technology is the best way to improve recruiting performance.

And it’s true too! It streamlines the recruitment process by providing employers with access to a pool of qualified candidates, automated assessments, and real-time feedback from hiring teams.

Additionally, recruitment software provides employers with access to analytics so they can measure the success of their recruitment strategy.

With recruitment software, employers are able to efficiently select quality talent and improve recruiting outcomes.


About the Author

Garima Khatri is a writer for B2B brands, with a keen interest in storytelling. When she is not writing you can find her reading a book or watching the latest sci-fi series.

Team 6Q

Team 6Q