We thought it’d be interesting to get his insights on the tools he uses on a day to day basis. Some of these we’ve heard of, and we’re excited to say that some are new to us.
Jay also talked about why he doesn’t use LinkedIn Recruiter anymore, along with his evaluation criteria for applicant tracking systems.
In no particular order, here are the tools he highlighted:
Reflektive: In Jay’s mind, if there’s no outlet for employee feedback, your employees are forced to go on Glassdoor to be heard. Reflektive gives your employees another way to give feedback, and do it anonymously. It is very easy to use and plugs right into Outlook or Gmail.
Namely: This is the top HRIS he’d recommend. They’ll integrate with everything, have a great UX, and allow employees to autonomously change benefits or get questioned answered.
ROIKOI: If you really want to spike referrals and don’t have an ATS that has a good referral module, you should check out ROIKOI.
Xor: Xor has an excellent chatbot that is great for companies doing volume hiring. IKEA was one of their first customers. They’d seen a huge falloff on people not applying until they started using Xor, which led people to the right job from the careers page.
Refinition: If you’re doing a lot of volume recruiting, and you want to hire people from a given company, this product allows you to geofence buildings and target people in that company with ads. It’s a bit sneaky, but it works.
Hiretual: Hiretual uses machine learning to grab data across the internet on job seekers. You can then use their campaign manager on the backend to send emails to people to a prospect’s personal email address.
Youtube: Jay has found that Gen Z’ers are much less likely to respond to recruiting emails. So, he’s been sending emails with video job descriptions embedded in them when reaching out cold and gotten much higher response rates.
HoneIt: HoneIt allows candidates to book a phone screen with you, and then records and analyzes these calls. You can then send the audio to your hiring manager or client (on the staffing side) so they can know exactly what the candidate said to a given question. There’s also a searchable transcription of the call which allows you to go back and mine this database for candidates to resurface.
For Applicant Tracking Systems, there are three rules he uses to figure out what systems are the right fit: 1) Are they lightweight for hiring managers 2) are they easy to navigate for recruiters 3) is there good reporting on the backend. With those criteria in mind, here are Jay’s favorite ATS’s:
iCIMS: iCIMS is great at implementation and will hold your hand throughout the process. They also have a rich API and partner network.
Greenhouse: Has a great referral system and open API. Unfortunately they won’t hold your hand as much during implementation.
Jobvite: Jobvite isn’t as user friendly as the top systems, but has great reporting on the backend.
Newton: Newton is willing to do basically anything to win your business and has a very scrappy team.
What he doesn’t’ use: LinkedIn. HIs team is getting in touch with candidates through emails and ads, which lets them save $30k on LinkedIn Recruiter licenses.
There you have it, a quick rundown on one talent acquisition leader’s favorite HRTech solutions. Hopefully you got some new insights, along with one or two solutions that hadn’t been on your radar before!