Blog

Written by
Georgina Swain
5
min Read

7 Hiring Tools That Save Time and Increase Effectiveness

Recruiters do a lot more than book interviews and conduct phone screens.

Or, they would if they had the right tools.

Despite most of the business world using technology to increase productivity, recruiters have typically been left in the background to fend for themselves.

But there’s so much more out there. 


Simpletivity, a YouTube channel focused on helping professionals get more done with less stress, recently created a focus video on seven different tools that help recruiters. Here’s a roundup of those tools and what problems they help solve.

1. Glassdoor Salary Calculator


The problem:

Hiring for a role you’re not familiar with or the company has never hired before.

The solution:

Glassdoor Salary Calculator.

How it works:

Enter the job title you’re looking for and the geography that you’re located in (or pegging your remote worker salaries to) into the calculator and hit enter. 


That’s it. 


The results will show you not only the average salary for that role but also Glassdoor’s confidence level in that figure, which is based on how recently someone submitted an anonymous salary report. 


Further, you’ll also get data on:

  • Compensation for related job titles. 
  • Average salaries for different companies.
  • Seniority scale: how much more or less someone would be paid for a senior or junior version of the same role.

2. Willo

The problem:

As a recruiter you spend hours coordinating and hosting screening calls with candidates, only to recognise within the first couple of minutes that the person is not a good fit.

The solution:

Willo.

How it works:

Willo is a free video interview software tool that makes it easy to send candidates a set list of questions for them to answer with a recorded video, on their own time. Recruiters can also review videos on their own time, meaning no wasted time scheduling phone screens with bad-fit candidates.


When you upload a job into Willo’s dashboard - or do it automatically through the platform’s integrations with Workable applicant tracking system (ATS), Greenhouse ATS, and more - you can easily set up questions to send to candidates. 


Once responses start coming in, you can review videos, score candidates from 1-5, and share video interviews with relevant internal stakeholders for their feedback.

3. Trello

Image courtesy Simpletivity


The problem:

The recruiting process includes lots of different steps that are often tracked in silos.

The solution:

Trello.

How it works:

Trello’s Kanban-style board makes it easy to manage the entire process of recruiting, from upcoming and paused job descriptions to active and closed.


Within a Trello card you can also add different tasks, sharing and assigning them to relevant stakeholders. 

4. Contact Out

The problem:

Recruiters often need to do cold outreach, but most people ignore cold LinkedIn DMs.

The solution:

Contact Out.

How it works:

Contact Out is a browser extension that helps recruiters find direct contact information for anyone on LinkedIn..


When you’re hovering on a potential candidate’s profile, activate the Contact Out extension to see the person’s known email addresses or phone numbers. 


You can also save candidates within the Contact Out app and then send it to your ATS platform of choice. 

5. Survey Monkey

The problem:

You need a quick way to screen an ultra-high volume of candidates before you send a video interview request or book a phone screen.

The solution:

Survey Monkey.

How it works:

Survey Monkey has multiple templates geared for HR, including an entry interview form. 


Using this form (you can customise the questions), recruiters can send it out to candidates en masse to answer questions. 


Survey Monkey’s analytics capabilities then make it easy to screen out candidates who wouldn’t fit for the job. For example, screening out candidates who say they prefer to work alone when the job you’re hiring for requires a lot of teamwork. 


Once you hire, Survey Monkey’s additional templates - like Performance Review scoring - continue to be useful.

6. Gender Decoder

The problem:

You want job descriptions to attract the best people regardless of gender, but you might inadvertently be using overly masculine or feminine language.

The solution:

Gender Decoder.

How it works:

Gender Decoder uses linguistic principles to identify words in copy-pasted job descriptions that are feminine-coded or masculine-coded.


The results will show you what percentage of the job description uses masculine- versus feminine-coded words and shows you which words they are, giving you data to balance your use of gendered language to ensure you aren’t explicitly turning off any candidates due to language use. 

7. Buffer

The problem:

You need to let your social media audience know that you’re hiring.

The solution:

Buffer.

How it works:

Buffer is a social media scheduling tool that makes it easy to plan and repurpose social media content.


On the platform, you can link to your personal or company social media accounts and schedule a post indicating you’re looking to hire. Within the platform you can also choose to schedule the same message on multiple platforms or edit the message to be unique for each platform.


Traditionally, recruitment was seen as a back office task that required minimal technology and a lot of people. Now, businesses are realising how valuable the recruiting function is when it comes to finding the right people. And with that newly recognised importance comes an opportunity to demand investments in the right technology - so it’s time for recruiters to take advantage of the opportunity.