HR TOOLS USED IN RECRUITMENT & SELECTION

Submitted To: - DR. PUJA SAREEN Submitted By: -

Nimit Bansal (32)

Amisha Singh (18)

Sakshi Goel (04)

Ayushi Kandari (19)

Mahi Aima (17)

Nitya Y Reddy (09)

Abstract

Human Resources Management also deal with the facilities and requirements the Human
Workforce are availing and need for their working process and carrier growth. It used to act
as a bidirectional process flow which increase the "Workforce" and "Senior Management and
collaborate everybody's requirements in a solution space and help to provide a better and
value-added service or outcome to customer or client of the organization.

To make a human resource department more effective and efficient new technologies are now
being introduced on a regular basis so make things much simpler and more modernized. One
of the latest human resource technologies is the introduction of a Human Resources
Management System this integrated system is designed to help provide information used in
HR decision making such as administration, payroll, recruiting, training, and performance
analysis.

Introduction

In today’s digital economy, it is crucial for HR Practitioners to be able to use analytics to

manage Human Resources. HR Analytics is the ability to integrate business intelligence and
people data to improve employee performance and achieve better ROI for business results.

In this one-day course, participants will be taught the fundamentals of HR Analytics, how to
start developing the Analytics function within HR, Integrating HRIS with Business systems,
understanding data quality, and developing dashboards. In addition, participants will also get
a chance to have hands on experience with actual case studies to develop simple analytic
tools using statistical concepts.

It also referred to as people analytics workforce analytics or talent analytics involves

gathering analyzing and reporting HR data. It enables organization to measure the impact of a
range of HR metrics on overall business performance and make decisions based on data. HR
analytics is a data driven approach toward Human Resource Management.

Advances in technologies have had a profound impact on the business practices of many
organizational functions including financial systems, sales, marketing, and production. Only
recently have we seen an increased interest in the use of information technologies (IT) in
Human Resource (HR) practices such as personnel screening and selection. For example,
Nike uses Interactive Voice Response (IVR) technology to screen applicants over the
telephone, followed by computer-assisted interviews with selected applicants, and finally
performs face-to-face interviews.

HR Analytic Tools

Some HR Analytic tools commonly used are:

Yello

Data analytics to help understand candidate expectations. Yello has a range of tools to
optimize recruitment processes at the candidate sourcing, engagement, and completion
stages. It also offers solutions specific to different business use cases, such as hiring for
diversity, high-volume recruitment, and hiring fresh graduates.

The company’s recruitment analytics tool is focused on essential KPIs such as candidate
engagement trends, sourcing platform performance, evaluation by internal staff, and other
areas. Using this data analytics platform, you can build a centralized repository of
recruitment-related information, offering every stakeholder at-a-glance access to business
dashboards.

Yello is optimized for mobile operations, given the current need for HR to leverage mobile
analytics immediately. Yello lets people track recruitment performance, anytime, anywhere.
Finally, they can create feedback loops where a KPI is assigned to a particular owner and
measure progress/improvements right from the dashboard.

Clientele:-

Yello handles recruitment processes for companies, from top of funnel events such as career
fairs through virtual candidate engagement and interview scheduling. The company has
landed clients like Johnson & Johnson, Tableau, eBay and Adobe for its sourcing,
engaging and placing software.
Pros

 Various types of recruiting are available like campus recruiting, professional

recruiting, diversity recruiting, government recruiting and virtual recruiting.
 The user can set their priority and limits accordingly to their requirements. The
interview schedule is made easy for the HR and aspired candidate to schedule the
interview date and time.
 The event ROI calculator option helps the recruiter to calculate the ROI. In a
resource section blog option help the recruiter with quick tips. The resources
section has resources like white paper, webinars, guides, upcoming events, case
studies, event ROI calculator and blog.
 Candidate evaluation is made quick and easy according to the skills and efficiency
of the candidate.

Cons

 The user interface needs some improvement.

 The subscription plan needs to be more flexible for startups. That’s a bit expensive
compared to other software offering more features and services
 The dashboard can be more impressive and need more improvement.
 Here number of events per year are limited.
 You need to update that as you need by paying more.
 Only a super admin can merge all the duplicates.
IBM Watson Recruitment: The power of AI meets recruitment analytics

When it comes to AI and data analytics, IBM Watson needs no introduction. It is widely
recognized as an industry leader in its space, and IBM is focused on extending Watsons reach
to common business problems such as boosting recruitment efficiency.

Interestingly, IBM approaches this from a diversity & inclusion (D&I) vantage point,
applying analytics to detect any bias in your hiring process. The company mentions that D&I-
friendly companies are 6X more likely to be innovative, and 2X more likely to achieve their
financial targets.

Unlike most other recruitment analytics platforms on this list, Watson doesn’t stop at the
measurement of KPIs. We can use this tool to predict the success rate for a candidate profile,
analyze for unconscious bias in hiring, and prioritize job requisitions based on estimated
urgency.

Features

 Recruiting: Identify, contact, and prioritize qualified potential hires with a built-in AI
to make the process more accurate and efficient.
 Prioritize Jobs: Receive urgent staffing requests and ensure they’re given high priority
and completed expediently.
 Candidate Scores: Analyze comparative values between individuals to compare them
with comprehensive, unbiased data. Make decisions more quickly.
 Candidate Ranking: Show a list of possible hires organized by potential best fits for
the company.
 Actionable Insights: See how candidates perceive the company and guide
conversations in ways that ensure qualified candidates are engaged and don’t lose
interest.

Clientele

 Tata Steel, Reliance Group, Tech Mahindra, Maruti-Suzuki, Mahindra & Mahindra,
KPIT, Arrow Electronics, Kone, Acculi Labs, Avanijal Agri Automation and
Schneider Electric India among its customers and partners.
Pros

 Higher Quality Candidates: Screen potential hires, monitor conversations with

candidates and evaluate their skills with various assessments. Qualify better
candidates early in the process to get the best fit possible.
 More Efficient: See high-priority job requisitions to fill the most important positions
with the best candidates as they come in. Use the automated functions, insights from
analytics and more to prevent turnover and attrition.
 Less Biased Processes: Remove overall bias using automated processes to evaluate
candidates against one another on a level playing field. Use insights to analyze the
process and constantly improve the user experience for potential talent.
 Engaged Employees: Use engagement surveys to find out the best ways to get
employees more involved in the workplace and more motivated. Identify candidates
who will fit well within the company culture to make for a happier, more productive
workplace.

Cons

 Dated Interface: More than 90% of users who mentioned the interface’s look said it
was dated.
 Navigation Problems: Users who discussed navigation said there were too many
pop-up windows and clicks in over 80% of comments.
 Implementation Issues: Over 80% of reviewers who talked about implementation
said there was a steep learning curve.
Smash Fly Recruitment Analytics: Data analytics for business users

One of the most important parameters to keep in mind when implementing data analytics for
recruitment is the level of data literacy available at your company. For instance, complicated
drilldowns and excessive customization may not be feasible for everyday users. That’s why
Smash Fly stands out in this competitive analytics software landscape.
Its minimalist dashboards with clear insights help to drive better recruitment decisions,
without requiring any data science expertise.
With Smash Fly, you can view the return on an investment after every candidate journey.
There’s predictive analytics to measure the health of your talent pipeline. Also, you can spot
direct correlations between candidate personas and specific job boards.

Clientele

 Sutherland Lumber company, DaVita inc, Confidential records inc Looking at

SmashFly customers by industry, we find that Computer Software (17%) and
Financial Services (7%) are the largest segments.

Pros

 Eliminate the fear of Big Data with announcement of the next evolution of their
Recruitment Marketing Analytics (RMA) solution.
 Capture and browse data across their entire recruitment marketing strategy
including Job Postings, Social, and Mobile, Proactive Sourcing, Career Site, SEO
and other initiatives.
 SmashFly has made these powerful analytics accessible to all users by delivering
beautiful and stunning point and click dashboards that require no training or report
writing experience.
HireVue

HireVue is a game-changer in this segment. It designed the first video interview platforms
that redefined the field. It is still one of the best of its class with a vast array of assessment
tools. The tool uses a reasonably potent combination of traditional and modern methods with
games to screen competence.

Clientele

 Encompass Health, TXM Finance, Cathay Pacific, Maxis, EY, etc

Features

 Panel Interviews
 Live Video Interviews
 Automate interview process
 Interview Funnel metrics
 Real-time data exports
 ATS and CRM integrations
Pros: -

 Simple to understand and use tool

 Good customer care with 24x7 support to both candidates and recruiters
 Flexible in its approach

Cons: -

 There can be some technical issues with the live interview feature at times
 Not a good integration with ATS during live interviews
 Sound quality can get poor at times
Hoops

Hoops is a tool that combines assessment and engagement in the hiring process. This tool
designs a personalized UI that attracts, engages, and filters top performers to the next rounds.
It is one of the best tools because other than attracting talent, it encourages engagement,
building long-term commitments.

Industries Most Suitable For: All

Clientele

 DentalOne Partners, New Holland Brewing Company, etc

Features

 Customised candidate experience

 Automated emails
 Real-time dashboards
 Acclimation
 Employee survey
Pros: -

 A particularly engaging tool

 Ease of use for both recruiters and candidates

Cons: -

 Absence of scheduling feature

Harver

Harver is an AI-powered tool that filters candidates based on their aptitude, cultural fit, soft
skills, and ability to think ahead. This is one of the most sought-after tools because of its
customizations for different job descriptions. These include videos, graphical images, games,
etc.
Industry most suitable for: Consumer Brand Products, Customer Service, Tech and Software,
BPO

Clientele

KMPG, Zappos, Valvoline, Burger King, Danone, etc

Features

 Tests
 Candidature Comparison
 Automatic Grading System
 Candidate Management
 Question Library
Pros: -

 An innovative tool for the recruitment process

 Interactive software
 Suitable for managing significant applicant

Cons: -

 Some candidates can find it hard to use

 Learning the tool for recruiters can take some time
 The user interface is not at par with some of the other competitors
Conclusion

In the world of business, employees are the most basic and vital aspects. They are the ones
who make or break a company. It is for this reason why proper hiring strategies and
procedures must be a top priority. This means the HR Department must appoint the best who
ticks all the boxes.

Such work requires much research and hence the requirement for proper Recruitment Tools.

Recruitment processes are complex in every organization, no matter how good the employer
brand is. This is because you must find the right blend of competence and personality to fit
your workplace culture. It means going through tens and hundreds of resumes, if not
thousands.

In 2020, it’s hard to remember a world without analytics. These days, it seems like nearly
everything is powered by data- especially when it comes to business. The world of
recruitment is no exception, and talent data is almost certainly here to stay. 84% of recruiting
professionals believe analyzing data to drive decisions will become even more commonplace
over the next five years. That’s why it’s not exactly surprising that an increasing number of
recruiters are already turning to recruitment analytics to put the right people in the right roles,
and to do it in the smartest way possible.

Recruitment analytics is the route to introducing data-driven hiring at your organization, and
by embracing data-driven hiring, you can make your recruitment process more effective and
more efficient.

References

 https://www.toolbox.com/hr/hr-analytics/articles/top-recruitment-analytics-software/
 https://www.aihr.com/blog/hr-analytics-tools/
 https://blog.vantagecircle.com/recruitment-tools/
 https://yello.co/
 https://www.softwareadvice.com/hr/yello-pro-profile/
 https://www.symphonytalent.com/en/product/recruitment-analytics/
 https://www.hirevue.com/candidates