Features of hiring through a job aggregator: how to properly set up the process

How to manage the recruitment process through a job aggregator

Services for recruiting suitable employees are indispensable for human resource management to set up a competent recruiting process. They fulfill creating the required jobs, tracking, and selecting candidates for positions. If you’re an inexperienced work from home recruiter, you need to know how to use modern aggregators, which can significantly simplify the recruitment process and bring the quality of recruiters’ work to another level. 

Why do you need a job aggregator: purpose and goals?

Aggregators for staff recruitment are designed to optimize and automate the entire process of selecting suitable employees by all parameters. These are from finding a suitable candidate, analyzing all applications and resumes taking into account the interviews with potential employees, and closing vacancies by the company. In particular, together with experts from the job aggregator Jooble we have studied the relevance and popularity of such tools for selecting employees. 

With the help of an established system, it is much easier and better to add personnel and fill existing open positions. Aggregators are used by companies to meet their needs and specialized agencies to select employees for other firms.

An aggregator makes it possible to automate the process of posting vacancies on company websites and other virtual sites. You can use your own database or independent resources to post a job offer. With the help of certain products, you can post on more industry-specific, narrow sites to find certain employees. 

Through a modern job aggregator, you can essentially eliminate unnecessary paperwork. It is traditionally associated with managing job candidates. The best representatives of employee selection systems offer users a wide range of options, including extensive options for finding a resume and a candidate that fits all parameters. 

Distinctive features of job aggregators

Modern software products meet several parameters:

• allow you to collect and sort candidate data from a variety of sources;
• make it possible for recruiters or hiring managers to filter, evaluate and compare the skills, talents of applicants to the qualifications and requirements of companies;
• collect and track applicant information, pre-screen and evaluate each candidate;
• manage the relationship process with job candidates and maintain contact records.

Overall, you can use aggregators to simplify the recruitment process, filling all vacancies. But to fully appreciate the effectiveness and ease of use of this tool for recruiters, you first need to learn how to interact with such programs. 

Who can benefit from hiring aggregators

A few years ago, many companies searched for workers by placing ads in newspapers or reviewing resumes received in the mail. The introduction of digital technology has made it possible to optimize these processes as much as possible. 

Finding new personnel for a company often requires a great deal of time, finances, and effort. The price of hiring employees is recognized as one of the highest costs for business. For this reason, many companies wish to reduce such costs by using aggregators. 

Online services provide a wide range of tools to manage, automate and streamline the recruitment procedure. In particular, the search for candidates, creating job openings, managing the responses received, and working with the search database for job seekers. In general, all virtual services can be divided into 2 main groups:

• platforms to recruit staff and vacancies;
• platforms for workers.

Aggregators are used by:

• small businesses that have no real ability to hire recruiters on their staff;
• any business that wants to reduce the time for recruitment and save on the financial costs of paying a staffing department;
• job seekers to find jobs.

Today’s online marketplaces will be useful for both businesses and job seekers. 

We start with the most important thing – choosing the best job aggregator

There are a large number of virtual job search services online. If you have not decided on the optimal site, then during the choice, you should pay attention to several parameters:

1. what tasks need to be solved (candidate search, resume evaluation, comparison, interviews, etc.);
2. set of functions, whether the service can be integrated with other software;
3. the size of the company – small businesses do not need quite extensive functionality, which cannot be said of large companies;
4. whether there is a trial period for using the aggregator;
5. the opinion of users and the reputation of the system.

Most virtual services offer a trial period so that you can evaluate the main functionality and the quality of the interface. 

Basic processes of competent hiring management

The recruiter should be aware that the staff will increase over time regardless of whether the company is large or small. In simple terms: when and who will need to be hired. A competent recruiting plan is the best way to increase efficiency and simplify the hiring process.

The importance of a strategic plan comes from closing a vacancy as soon as possible and from the fact that the wrong hiring decision can cost quite a bit. If you plan ahead of time, you can save time and money and find truly qualified employees.

According to the dynamic labor market, developing an optimal plan for selecting employees is quite problematic. In this situation, you need to consider several factors:

• understand the needs of the firm;
• to develop a plan and understand by what date you need to fill the vacancy;
• choose the units;
• outline the requirements for candidates;
• to develop a budget;
• to carry out optimization depending on changes.

By working through all of this, you’ll be able to communicate clearly and correctly with the job aggregator. 

Creating a recruiting plan

A recruiting plan is a data on how many people to hire in the future. You will not only be able to find personnel on time but also select them for the goals of the firm. In the plan, it is necessary to designate:

1. positions;
2. deadline for closing the vacancy;
3. budget;
4. search tools and requirements for applicants.

Creating a full staff search plan takes quite a bit of time and effort, particularly for the long term. Do not assume that, in the end, you will have the most accurate information. Gradually, the plan should be adapted and optimized depending on the needs of the business. Even with an idea of when and how many workers will be needed, it is not possible to consider all the nuances. For example, the firm may expand faster than anticipated, so you need to hire more staff. But working without a plan at all is very difficult. One thing is to improve the existing strategy, but quite another thing is not to understand the real needs of the firm.

Analyzing the right talent for the company’s needs

The first task in developing a suitable plan is to determine what kind of employees you need and where the skills gap is observed. First, you need to analyze the company’s prospects in the foreseeable future. Be sure to consider the turnover of employees and future promotions, as the needs of the firm depend on it. Assess which departments will need more staff. Maybe you are starting a new project, or someone is planning to leave the team – all this should be considered.

You need to understand what skills your team needs and what skills will be needed in the future. This will take enough time, particularly if you deal with a large enterprise. But this approach will allow you to be proactive and prepare for the aggregator in advance. 

Clarifying deadlines

The significant task is to use the data collected practically and develop a plan. In this situation, you should specify the number of employees for any department and the hire dates. This way, you will be able to meet the deadline. For example, if you need to close a vacancy by the end of the 4th quarter, you should start working with an aggregator in the 3rd quarter.

Based on this information, it is possible to develop a plan for the year ahead. It should include data on vacancies for each subsequent quarter, the total number of employees in the department, and the deadline dates for each position. 

Identifying the tools you need

When you’ve prepared all the necessary data, it’s important to determine the tools you’ll need to accomplish the task at hand. The best option is an aggregator. Also, outline the criteria for evaluating and initially analyzing applicants’ skills before applying for a position.

With the help of an aggregator, recruiters will be able to organize and improve the quality of the hiring procedure, automate some tasks and take the hiring process to a new level. It is not enough only to finance the tools for interaction with candidates. It is also required that the team members know and understand how to use tools and have access to the aggregator.

What parameters should applicants meet?

After you understand what gaps in personnel need to be filled, you need to determine the requirements for all vacancies. What skills should the candidate have? A list of responsibilities for potential employees? 

It is necessary to consider all the points significant for the smooth work of the staff. It is worth remembering that early preparation for the selection of employees increases the chances of finding a suitable employee.

Developing a budget

You can estimate how much it will cost to hire next year, given past recruiting expenses. Some parameters need to be factored into the budget:

• job ads on an aggregator and on social media;
• the tools you need for the job;
• company branding;
• internal salaries.

You shouldn’t ignore the process of developing a budget. This way, you will know how much the future job search will cost approximately.

Adjust the plan as you go along

Research feedback and analytics to optimize your recruiting plan. Send out an anonymous survey to new hires to gather feedback. Are they satisfied with the selection process and interviewing method? Which tasks were done well, and which ones should be worked on?

Pay attention to leading parameters: timelines, quality, turnover data, costs. Then, based on the data collected, find ways to improve the hiring process. Just like the job market and recruiting, your plan should evolve and improve all the time. 

Conclusion

The activities of today’s recruiters are unimaginable without proper job aggregators. Competent handling of these programs greatly simplifies the personnel search process. You should start with the basics – understanding what kind of workers are needed. After that, you can move on to more in-depth processes related directly to the job aggregator itself: analyzing offers, comparing them to the needs of the company, and selecting the best candidates for further interviews.