The recruitment landscape is evolving unprecedentedly, and recruiters are always expected to stay ahead of the curve. But how?
68% of HR professionals state that building a powerful recruitment tech stack has helped them attract quality candidates and make more informed hiring decisions.
Does this sound like a perfect solution to you? (It does to us!)
But here comes another issue–With so many recruiting tools and software available, where should you start?
Fear not! This article covers the ins and outs of building a valuable recruitment tech stack. So, buckle up and read till the end!
What is a Recruitment Technology Stack?
A recruitment tech stack is a collection of various platforms, applications, and tools that assist recruiters in streamlining and optimizing their hiring process.
These tools work together to automate certain aspects of recruitment, such as sourcing and candidate tracking, making it faster and more efficient for recruiters to identify, attract and hire top talent.
Though choosing the suitable recruitment tech stack depends on your agency’s size and requirements, here are some tools that are must-haves:
- Recruiting Software: An online applicant tracking system helps recruiters manage candidate resumes, applications, and hiring processes.
- Job Posting and Distribution Tools: These specialized platforms enable recruiters to post job openings to multiple job boards and social media sites simultaneously.
- Sourcing and Screening Tools: AI-powered tools such as resume parsers automate screening and sourcing using specific keywords, skills, and other criteria.
- Video Interviewing Platforms: These HR tools enable recruiters to interview candidates virtually.
- Data Analytics Tools: Most ATSs offer dedicated reports and dashboards that help recruiters measure their campaigns’ success and identify improvement areas.
By integrating these tools into your recruitment tech stack, you can maximize the ROI of your hiring efforts, ultimately leading to better hires and more satisfied clients.
Now let’s explore how you can build your recruitment tech stack!
5 Steps Guide to Building a Valuable Recruitment Tech Stack
Step 1: Identify Your Recruitment Needs and Challenges
Before you can start building your recruitment tech stack, you need to identify the hiring challenges you and your hiring team face and the features you need in your tools to mitigate them.
For example, if you’re struggling with high volumes of applications, you may need sourcing and screening tools to help automate the process.
Here are some more signs you need to take into consideration:
- If your recruitment process is taking too long, needs to be more efficient, or involves a lot of manual work, it’s a sign that you must invest in technology to streamline your process. The right recruitment tools can help you automate certain tasks, saving you a ton of time.
- High turnover rates indicate that your recruitment process is ineffective in identifying candidates. A good recruitment tech stack can solve this problem in a breeze!
- Do you need help attracting the right talent for your company? In that case, it may be time to invest in recruitment technology that provides meaningful metrics on your recruitment process so you can determine the bottlenecks in your strategy.
- A poor candidate experience can damage your employer’s brand and make it difficult to attract top talent. Investing in technology can help you stand out from your competitors by allowing you to focus on your candidate relationships.
- Consider investing in a suitable recruitment tech stack if your recruitment process has high costs. Investing in recruitment technology is often associated with high costs, but you’ll be surprised at how much costs you’ll reduce in the long run!
In short, analyze your agency’s workflow to determine your needs and wants. Jot down your challenges and bottlenecks, then discuss all the issues with your team members before deciding which tools to invest in.
Step 2: Research and Compare Different Options
Once you’ve identified your needs and challenges, you can start researching and comparing different recruitment technologies.
Look for the best applicant tracking systems that fit your budget and requirements.
85% of recruiters consider tech integrations and functionalities the significant factors when choosing an ATS vendor.
Here are three key features you must look for in your recruiting tools:
- Automated Workflow: Find recruiting software capable of automating time-consuming tasks.
Aberdeen Group reports that 59% of the recruiters don’t have the workforce or time to review the applications. Screening applications, sourcing and contacting candidates, and scheduling interviews are extremely time-consuming and repetitive tasks. But the biggest advantage of any recruitment software is the automation of all the repetitive recruiting tasks.
- Candidate Management Functionalities: Your ideal recruitment tech stack must be capable of finding, organizing, and contacting passive candidates while managing the inbound candidates effectively.
- User-friendly Interface: A clean and attractive interface can fasten your work and improve the user experience.
Nowadays, most ATSs provide an attractive and user-friendly interface with unlimited customization options, drag-and-drop functions, etc. (Go for them!)
Also, consider factors like mobile optimization, ease of use, and customer support. (Most recruiters forget these aspects!)
Step 3: Select the Best Tools for Your Needs
After researching and comparing different options, you can select the best tools for your specific needs.
Ensure that whatever tool you choose works well together and can be integrated easily with your existing recruitment tools.
For instance, an ATS that integrates with sourcing and screening tools can help streamline your hiring process and save you time.
Step 4: Train Your Team and Get Buy-in
Once you’ve selected your recruitment tech stack, training your team and getting buy-in from key stakeholders is essential.
Your team should be adequately trained on “how to use” the tools and understand their benefits. Here are some tips you may follow:
- Develop a comprehensive training plan with clear objectives and timelines.
- Assign a dedicated trainer with in-depth knowledge of the technology.
- Provide hands-on training opportunities for employees.
- Use training methods that cater to different learning styles.
- Foster a culture of continuous learning and provide ongoing support.
- Monitor progress and provide feedback regularly.
Step 5: Monitor and Optimize Your Tech Stack
After implementing your recruitment tech stack, monitor and optimize its performance regularly.
Use data analytics tools to track metrics such as time to hire, candidate satisfaction, and cost per hire.
It will help you identify areas for improvement and make data-driven decisions to optimize your hiring process.
Building a valuable recruitment tech stack takes time and effort, but it’s well worth it.
By following these five steps, you can quickly build a tech stack that meets your needs, improves your hiring process, and helps you stay ahead of the competition.