If you’re the manager of a company or run your own, you’ve probably heard the old adage “hire slow and fire fast.” You most likely understand the validity of this saying because you know that hiring the right people for your team is essential to the success of your business. Furthermore, finding the right candidates and choosing the perfect person for the role you have to fill can be a challenging, time-consuming process. Hiring carefully keeps you from having to endure this process as often. So, how do you find the right candidates for your positions? Some managers are turning to technology to help facilitate the process. Not only does it make hiring procedures smoother, it also exposes a company to a wider pool of candidates. Why? Because, according to research, 77% of Americans own smartphones, meaning many of them are probably using apps and online platforms to search for jobs. Here are three hiring process tech products that you might consider to help find your next rising star.

Popular Hiring Technologies

1. Google Hire

Google Hire is a G-Suite compatible app that helps employers identify and evaluate potential new hires. This product is available to small to medium sized, U.S. based businesses that utilize G-Suite. This app allows hiring businesses to manage job postings, receive applications, screen applicants, conduct candidate rejection and advancement as well as much more. One unique aspect of Google Hire, is that it helps you to loop back in past applicants for new positions based on the titles, locations, and descriptions of the old and new jobs. The idea is that people that have applied for your company before obviously want to work with you, and just because they weren’t right for another role shouldn’t rule them out completely. One downside of Google Hire is that it does come with a price tag. Pricing varies according to company size, but starts at $100 per month.

2. LinkedIn Recruiter

According to Herd Wisdom, 89% of recruiters have used LinkedIn to hire, making it the top hiring tool available to a company. The free app, LinkedIn Recruiter, allows employers to post jobs, review candidates, reach out to prospects and keep notes on potential new hires all while on the go. Filters make it possible to narrow your search, showing you the most relevant job-seekers. They allow you to reach out the ones you like via email, InMail messages, text or phone. Real time alerts let you know when you get a response. Overall, the LinkedIn recruiter app is a great tool to help you stay organized throughout your search and ultimately find the best people for your team. The only minor negative mark for this platform is that users have occasionally reported a scrolling glitch.

3. GapJumpers

Through Gapjumpers, hiring companies can designate assessments that mimic on-the-job work. Interested applicants complete these tasks and essentially audition for available positions. GapJumpers then connect qualified nominees with the hiring company. The process can be compared to the type of blind auditions conducted by orchestras, where musicians play for judges behind a screen. This type of “blind”recruiting can help a company avoid any implicit biases that might keep hiring managers from advancing the right candidates beyond the first round. On the other hand, it might weed out potential employees that would be a great fit for the team, because they don’t have the chance to showcase their personalities and strengths as one does in a traditional first interview.

The Important Facts to Know

Now, that you have these three great tools to help facilitate your new employee search, here are three things every manager should know about the hiring process:

  • A detailed, carefully-crafted job description will help attract the right candidates.
  • A speedier hiring process will you keep you from losing out on the best prospects.
  • A simple application process will make things easier for you to manage. You want to focus on the candidates, not the paperwork.