As a professional who speaks with hiring managers and recruiters at small companies everyday, I find myself finishing their sentences when the topic of their roadblocks come up. Everyone wants to make good hires, but there are few hiring managers out there that are planning the correct way. The focus is solely on that roadblock they have to get through to make their lives easier, and not on the where they want that road to lead - to a good hire.
Making the tedious tasks of recruiting easier is not rocket science. There are hundreds of tools available to help with email automation, appointment scheduling, job posting and even employee referrals. These are all top of the funnel aspects to put a hiring manager in position to produce an effective new employee, but is this enough to make the best decision for your company once you have a pool of candidates? Absolutely not.
Forward thinking organizations spend years collecting tangible evidence on what a good employee for them looks like and the process they put candidates through to discover those employees. Does a top employee at Google have the same skill set that a top performer at John Deere does? Absolutely not.
Sure, they have tools to support the backend activity of their recruiting process, but the differentiation factor does not lay in a piece of software. Structuring your interview process is the first step in maximizing the odds you make a great hire, and minimizing the odds you make a hiring mistake.
Everything else is secondary.