7 Recruitment Tools That Will Change Your Hiring Game

The capabilities of recruiting software are changing rapidly and HR Tech is alive and well in 2020. JobsPikr lists the 7 recruitment tools that can change the way HR teams can strategize and hire for positions accordingly.

According to Crunchbase, by August 2018, the amount of VC money invested in recruiting software start-ups, in 2018 alone, crossed $600 million.

While exciting, the potential of these new technologies can become overwhelming. In 2019, Josh Bersin, industry analyst and founder of Bersin by Deloitte, revealed he is currently tracking “more than 1400 HR technology companies.”

With hundreds of recruiting software tools out there, how do you determine which ones are worth investing in? And before we move onto that, what exactly is HR tech or recruitment technology?

Recruitment technology is defined as a set of tools used to automate the hiring process, connecting with a variety of data sources to access the best quality candidates. It performs key functions such as screening applicants, streamlining follow-ups, and providing data on the efficiency of your recruitment model.

Over the last few years, the demand for job search software and tools has shot up dramatically as the labor market becomes fiercer and more complicated. Fortune Business Insights finds that the recruitment software market will cross $3,000 million by 2025.

Recruitment software doesn’t just help you complete the formalities around hiring a candidate. It automates the entire recruitment pipeline right from candidate sourcing and engagement to the final step of onboarding. That’s why it has become a staple for the modern HR toolkit.

So what job search tools are the future of modern-day recruitment? The best of the best tools for recruiters. Unless of course, a new set of cutting-edge technology disrupts this list.

Recruitment Marketing Platform

Recruitment marketing applies the principles of branding, marketing, and advertising to attract candidates (instead of customers). Gone are the days where talented candidates would seek out great companies to work with. The power of balance has shifted towards the recruit, alright. A company has to pull out all stops to woo top-of-the-line candidates. 

A recruitment marketing platform brings together all these efforts under one umbrella, giving you greater control and visibility into the effectiveness of your recruitment efforts. This acts as an amplifier to sourcing tools for recruiters.

Freelancer Hiring Tools

With the world shifting towards a more flexible work from home mandate, freelancing is the need of the hour. These tools follow a different recruitment cycle from permanent employees with a different payment schedule, separate contracts, and unique engagement needs. Also, hourly hiring is typically time-constrained, making these tools useful for recruiters.

The gig economy will thrive like never before in 2020, making it imperative to hire workers outside your direct payroll.

Onboarding Solution

In many companies, onboarding continues to be a manual process with HR distributing a pile of forms, recruits going through the learning material, and a lengthy approval process involving various stakeholders. An onboarding software automates all of this, accelerating the recruit’s journey in your company and improving the employee experience from the get-go. It’s faster, smoother, and just more in tune with 2020. Oh also, a reliable onboarding process can improve retention by as much as 82%.


You know that time seems to move glacially and your patience wears thin when you are waiting for something with baited breath. You also know that sometimes you just want to know something about the company for which you don’t want to particularly disturb the HR. The answer to all the problems? A well programmed chatbot.

It is just one of those things that makes life a lot simpler. And faster. And better.

The Human in HR Tech

Talent acquisition software that is powered by state-of-the-art predictive analytics, lets you build deeper relationships with candidates. Contrary to popular belief. Further, the recruitment tools machine learning capabilities make it incrementally more useful with every hiring cycle. It is not just Robo-tech and purely mechanical. We have come a long, long way.

Seamless Integration

A robust recruitment tool should ideally have an endless list of integrations, supported by a robust network of partners. From internal systems like human resource information systems (HRIS), time and attendance, and scheduling tools to third-party software for background checks, candidate assessment, and tax compliance, it should be holistic and viable at every checkpoint.

Social Recruitment Tools

This is one is pretty self-explanatory. The first place your mind wonders when you need to post an opening is LinkedIn and/or Facebook. What’s wrong with that? Absolutely nothing. It is dependable. It works like a pretty tight referral system. Also, for a company to hold its grounds, it is paramount to have a strong social media presence to interact with potential candidates.  

These free tools for recruiters are nothing short of revolutionary. It is a massive shift from what recruitment was. Even in 2010. Are we willing to integrate all these into our hiring efforts?

If the answer is a hesitant yes, might we remind you that we are, for all intents and purposes, only five years behind the age of flying cars?

And if that is our future, these tools don’t seem too big a step after all.

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Building The Best Job Boards: Are You Missing the Key?

You know there are certain brands whose names we use almost interchangeably with the product category itself? Search engine? No, you probably mean Google. Photocopy, what’s that? Xerox. Google, Taser, and Xerox are all examples of brand names that have become generic words for a type of product. The process is known as genericization. The recruitment industry was also dominated by behemoths like LinkedIn and Indeed. Genericization still, is a far dream. So, what really does a job board need to be the clutter breaker; to become equivalent to all things HR; to be the Google of job boards? What do the best job boards have?

Before we give you a checklist, it is important to remember job boards act as the golden bridge between employers and job seekers. It is also a very important advertising platform to generate secondary (or in some case, primary) revenue. Ergo, there are three main stakeholders – employers, job seekers, and advertisers. Do pleasing all seem like a gargantuan task? Not if you keep the following in mind.

Job Board Checklist For Job Seekers

Job Board Checklist for Employers

Job Board Administration

Customization and Design

SEO and Marketing

Some of these we know intuitively, right off the bat. Some are the ones that seem obvious only after somebody points it out. The best of the best job board integration software also has some gaps remaining that can be plugged. Everything can be improved upon. 

We have come a long way from smart job boards to custom job boards, to job aggregation, to job board scraping, to the best job search tools that facilitate it all. Have we reached the zenith? A resounding no.

We have a long way to go still in job automation. But with our exhaustive checklist in mind, the escalation to the automation summit will be a fairly smooth one.

The best job board for employers and job seekers? Check.

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Candidate Matching: Everything You Need to Know

Imagine a scenario. Applicant A has stumbled upon an open position at your company. They have a total of 8 years’ experience in Oracle products. Applicant B has 8 years of experience in the Oracle database. Applicant C has 8 years of experience in the Oracle commerce platform. Nearly indistinguishable? These are the nuances that any premium candidate matching software crawls, analyses, and hits it right off the park.

Two different sides emerge when the subject of job automation arises. One side thinks that these technologies need to be developed cautiously.

Or they believe that recruiting requires human efforts and not technological support.  The other doesn’t give any credence to this perspective and believes that we have nothing to fear from the latest technologies, which allow us to delegate the most rote tasks to machines. And the latter point of view seems to touch every sector of business. Especially, HR tech through job matching software.

Of all the problems a recruiter faces, job matching is the most convoluted.

According to Tilkee’s latest edition of its barometer of recruiter’s habits, a recruiter currently spends an average of 34 seconds reading a CV — 21% less time than they did in 2017— which leads us to wonder just what an algorithm can do in 34 seconds.

It can choose between applicants A, B, and C in those 34 seconds. Without predilections.

What Really is Candidate Matching?

Merriam-Webster defines an algorithm as a procedure for solving a mathematical problem in a finite number of steps that frequently involves repetition of an operation. Here, we’ll be talking about the predictive analytics used in job recruiting, where algorithms are used to predict the future performance of employees in their new companies. Sourcing and filtering algorithms were created to help recruiting services do their job, but matching-algorithm platforms, function

as a search engine for people looking for jobs. Applicants post their résumé, which is then parsed using predictive analysis to find the jobs that best correspond to the skills cited on their CVs.

In simpler words, you get the best fit for your job. In seconds.

It makes it easier for candidates – they don’t have to fill out those deterring forms anymore. It makes it easier for companies – you just passed the baton to the lesser being.

Keywords: The Chink in Our Armour

Suppose you’re a medical assistant working in a paediatrics office, and you’re looking for a new opportunity. With the typical job board software, “job matching” might mean that you type the words “medical” and “assistant” into a job search engine. There’s nothing wrong with this, except that it will present results for “assistant” positions that may have nothing to do with medicine, as well as results for “medical” positions that may have nothing to do with being a medical assistant.

In other words, you’ll waste time sifting through non-relevant job listings. Haven’t we come further than this by now? Many job board software products claim to have “job matching” included in their platforms, but they rely on keyword-based searching to run the platforms rather than the performance-based matching of positions to applicants. True job matching doesn’t rely on keyword searching, because it is about matching the most qualified candidates to the best jobs automatically and in real-time.

With true job matching, as a medical assistant, you would automatically match with medical assistant job listings for which you meet qualifications based on your resume, skill set, and preferences. 

What does Candidate Matching Involve?

True job matching also automatically allows employers to receive qualified candidates right to their employer accounts, so that they can quickly review these candidates and make faster decisions.

As a job seeker for a medical assistant position. You would deliver job matches ranked by match percentage, helping you find the most relevant positions for which you’re qualified right away. Likewise, employers receive matches from active applicants and matching passive candidates directly into their employer account, graded and ranked based on match percentage. There’s simply no better or faster way for employers and job candidates to find each other.

Objectivity and Job Matching Software

One of the most underrated aspects of candidate matching in job boards is eliminating all human biases.

Humans always conditioned to predispositions. We impulsively tend to believe that men are better at programming and women are better at HR. Candidate matching tools and candidate matching software absolutely obliterate this.

Through objectivity, comes fairness and through fairness, come equal opportunity.

Most of the job matching engines today only take into consideration the information directly extracted from the resumes and vacancies. The two sets of information match against each other based on some predefined rules.

We’ve come a lot further than that. Premium job matching tools and their sophisticated algorithm can almost take over a human.

We say almost. That is the operative word. And that shall always be.

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Data-driven Recruitment and Ways to Implement it

Why Custom Job Wrapping is Essential for Job Boards?

Human resources. The human in human resources isn’t meant to do recurrent tasks. Especially those which have the highest room for error. And definitely, the ones that don’t require emotional stimuli. It is actually meant to maintain the cultural and emotional semblance of a company. On a more pragmatic note, what if there is a perfect candidate out there who is seeking the role at your company which is absolutely tailor-made for them? Chances are that they will probably never stumble upon your career page. Solution? Job boards. How? Let’s find out in this blog about how Custom Job Wrapping is becoming more and more essential for job boards today.

Job boards essentially list down all the jobs on the world wide web in one place. Job wrapping is the way to crawl job feed data from every company’s career page and recruiter websites. The job board is the end. Custom job wrapping is the means to that end. Before we move onto describe in greater detail what job boards are and how job wrapping tools facilitate them, this is the ‘recurrent’ task we were describing in the beginning.

Why is Job Wrapping the Need of the Hour?

Recruitment is no longer that simple a game; there’s so much that’s changed so quickly. Jargon like employer branding, communication strategy, competitive intelligence, and Boolean search is being thrown around loosely, highlighting the need for job board through custom job wrapping to identify the disguised opportunities and leverage them to become leaders in their space.

And it is against such a complex and aggressive job market scenario that the need for job boards to connect the right talent with a recruiter arises. Job boards, through job aggregation and job wrapping, are helping recruiters find their way out of the maze of recruitment. But to do so, job boards themselves need to stay on top of the trends that govern their field today and ensure they’re doing what it takes to stay relevant.

Why is Custom Job Wrapping a Greater Need of the Hour?

Job wrapping tools can become the biggest disruptors in the hiring market. Job boards are no longer bulletins to list open spots: it has become one of the strongest marketing channels for employers. And as a direct consequence, recruiters expect customization and a whole lot of other ‘relevant to the current recruitment landscape’ supportive features from job boards. The job board must, therefore, rise up to the situation and boom their business by understanding and satisfying the unique demands of their clients.

Job wrapping as an HR tech tool has gone one step ahead. Dedicated and customized job wrapping solutions are the latest reconfiguration to be cashed in on. It is not enough to have a run-off-the-mill job wrapping service, it has to be customer and company-specific. It has to be exclusive to what you are looking for. One size doesn’t fit all anymore. That is why JobsPikr offers solutions that are made-to-order for your recruitment strategy.

Job Aggregation + Custom Job Wrapping = Match Made in Heaven

Most job board providers offer job wrapping as a secondary service and expect employers and recruiters to necessarily post their jobs on the job board’s platform to avail of the job wrapping services. This is where they miss the point. Job wrapping software amplifies the process, it enhances it. It is what makes it proportionately dynamic to the hiring market. It is not enough to choose a wrapped job software; you have to choose the job wrapping software.

The best job wrapping process will result in a significant surge in the relevancy of applicants, which will result in a more efficient hiring process. Through consistent efforts, you can now build a pipeline of capable candidates which will help with filling future roles faster and more importantly, better.

The Strongest Advocator for Job Wrapping: LinkedIn

If the very mammoth of all things career, is using job wrapping; it probably tells you more than we could in over a thousand words and years. It is like arguing with Carrie Bradshaw about Chanel’s S/S 2018 collection.

This is the most sophisticated tool out there to seamlessly streamline and automate your entire hiring process. Job Wrapping is a service LinkedIn provides to automatically post jobs from your career pages into their job slots managed through LinkedIn Recruiter. They help you maximize the exposure of your company’s jobs and you get to work with real-time data to stay up to speed.

If you are a rapidly growing organization in a niche segment, (or a generic one!) you have to look at your hiring approach more efficiently. With a small team of recruiters and a large number of open roles. You are probably finding it increasingly difficult to spend quality time engaging with candidates.

Automation is the goal. Job wrapping is the smoothest path.

Embrace the change. It is the only way forward.

Analyse. Prioritise. Hire the best.


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How Reliable is Job Wrapping for Job Automation?

The job posting is no mean feat. A fool-proof and credible hiring process is cumbersome and laborious. Redundant postings have to be removed. New ones have added almost every week. Can you imagine the man-hours you’d be investing (read: wasting) to just maintain a thorough talent-acquisition pipeline? The beauty of living today that any sufficiently ‘repetitive’ task can just as easily be replaced by technology. Enter, job wrapping automation. What is job wrapping? What is job automation?  And, is job wrapping really reliable?

An automated job wrap system helps to establish and maintain a competitive edge. Job wrapping also is known as job scraping is the process of automatically pulling jobs, including adds, edits, and deletes from a company career center and uploading those jobs to a job board.

It is just as simple as it sounds. Can’t believe we spend precious manual hours to do this? Job wrapping automation just like any other job automation process eliminates human errors, optimizes the time, and just makes recruitment (and life) a whole lot easier. Which brings us to the other point of concern. Is reliability really an issue? What are the pros and cons of job automation? What tools needed for job wrapping and automating?

Optimise Your Recruitment Efforts

This isn’t just a win-win for the recruiter. The job seeker also doesn’t have to waste time applying for inactive jobs. By making life simpler for the talent you seek, you are actually minimizing the chances of losing them. Job wrapping automation is a sure-shot way to maximize visibility across all job boards. It invites and weeds out the talent. The result of the efforts triple-pronged. Jobs are automatically fed, creating new daily SEO content for your board, and enhance your visitor experience. Which through a snowball effect, keeps visitors on your site for a lot longer.

It also allows recruiters to hire candidates based on characteristics predictive for job success. Automation also leads to more consistent hiring decisions, as it removes many variables that are not predictive for job performance.

Optimise Your Resources via Job Wrapping

There are job boards. There are job aggregators. Then there is job wrapping automation which sits comfortably in between. Job wrap systems save you the energy, the time, you won’t have to maintain leave records and it can work round the clock! Premium and sophisticated aggregation tools scrape data autonomously and categorize them as required across boards. It is the Holy Grail of all recruitment tools.  

Oh, did we mention that job wrapping tools also act as a leveler to the plethora of formats used by various job boards? It brings inconsistency which just enhances the overall user experience. 

Optimises Reach to Employers

Since fresh SEO content generated daily, by using job wrapping tools you attract a fairly large number of job seekers. This will directly result in an increased number of employers using your job board for recruitment. It is one of those things you never thought you needed. It is also one of those things you wonder how you ever lived without.

Also, by using technology for screening, assessing, and ranking candidates, you can help employers remove any common hiring biases. To ensure the process remains completely objective. Turning to automation to find ideal candidates without unconscious biases leads to increased diversity in every workplace.

Job Wrapping And The Use of AI

The use of AI in recruitment isn’t a trend. Because trends tend to blow over at some point. This is here to stay. This is the future. To co-exist with bots so humans can foster cultural relationships at the workplace.

Recruiting automation can truly enhance your high-volume recruitment process and help you make it more efficient (and pleasant) for everyone involved. It is not meant to replace recruiters. But rather free them from manual tasks and let them refocus their attention on getting to know candidates and fully utilizing their interpersonal skills. And in a job market that requires recruiters to find creative ways to compete for top talent, these are obvious perks that you should start taking full advantage of.

These are the microcosmic, invisible problems that we at JobsPikr solve.

Now that we have established why you need to board the job wrapping and job automation wagon, be mindful of a couple of things. The API integration with your system should be simple, secure, and scalable. It should be pliable enough to crawl the new site to cover the entire brouhaha of jobs that get posted every day. 

And finally, what we always circle back to, quality data over a gargantuan redundant lot.

Job wrapping is the Mecca of job automation.

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Intro To Web Scraping In The HR Industry: Better Hiring