Bringing the right people into a business is crucial stuff. But the process can be costly, time-intensive and pretty laborious. All too often teams are overloaded, lacking the technical support to make things run smoothly.
A good recruitment process will probably involve quite a few elements and moving parts – particularly for larger organisations. It’s also likely to be pretty bespoke to your business or sector. We think you might know where we’re going with this…
Whether you’re looking to improve and automate your communication with candidates, effectively manage and store data, or streamline how you onboard new hires, there’s more than likely a no-code solution that will make a difference to the way your team works. For large companies particularly, no-code software can allow the hiring process to scale far beyond what a traditional recruitment procedure is capable of.
While you might look at off-the-shelf HR management software, it can be hard to find solutions tailored to your specific needs. Here are a few key ways that recruitment teams will benefit from no-code.
1. Manage that crucial candidate data
Leverage the power of databases. With all that candidate info, managing data can be an arduous task. Using a no-code tool like Airtable supercharges what you can do. Amongst its features, it offers list views, rows of video stills, or calendars with a series of interlocking formulas that help to move and manipulate data across the platform. Rather than work against rigid software to get the outcome you want, it’s possible to create pipelines perfectly aligned with the particularities of your hiring processes – all without writing a single line of code.
Take care of privacy and security. Data privacy is super important in this area. It can be hard to ensure personal candidate information is safe and secure – and that particularly sensitive aspects like, say, financial history or past employment are handled sensitively. No-code tools take care of this, with many coming with intricate permissioning and privacy options, offering varying access controls to ensure only certain hiring managers can view specific data. You can also set up automatic processes that ensure personal information is deleted a certain number of weeks or months after being uploaded to your system. So you won't be accidentally holding on to sensitive data past the point that you need it and you'll stay GDPR-compliant.
2. Communicate better
Streamline the interview process. Few experiences are as demoralising as a dragged-out hiring process. Think about those times you’ve spent hours submitting an application, before waiting months to even hear that the company received your CV. With no-code tools, you can synchronise each step of the hiring process meaning you can read CVs on submission, candidates can receive automated, targeted messages, and team members can be kept in sync with timely reminders of what needs to happen and when.
Embrace the power of automations. The more analogue a hiring process is, the longer it takes. Automation is a key part of no-code tools’ appeal. Using a tool like Zapier, you can put your candidate experience on autopilot and take that burden off of employees. For example, emailing candidates after they apply, following up after an interview, or sending out comms as part of the onboarding process are all pretty simple automations. They ensure that crucial information is shared at the right time with the right people, without manual work for recruitment teams.
3. Improve the candidate experience
Create a custom experience for each individual. A hiring process will tell a candidate a lot about a company – how fast it moves, how overworked managers are, and how eager it is to attract new talent. Building recruitment portals using no-code tools, for example, allows you to create a custom experience when candidates are applying, interviewing and onboarding. Candidates can see job listings, submit job applications and track progress all in one place.
Convey your brand. No-code tools and platforms that allow you to build portals also let you show what you’re all about, showcasing your company’s mission, values and branding in those first key moments of someone’s interaction with you. That’s great for brand building.
Up your onboarding game. One of the most common pain points in recruitment is when candidates move from interviewing to onboarding. Sometimes different members of staff handle each part of the process, with plenty of opportunity for communication to slip through the cracks. A dedicated no-code tool like Internal can connect every aspect of the recruitment pipeline to ensure the onboarding process is as smooth and seamless as possible.