As technology continues to evolve, it’s no surprise that the world of recruitment has become more reliant on technology in recent years. With the increasing use of digital platforms and the rise of remote work, companies are turning to technology in recruitment to streamline their hiring processes and find the best candidates. However, with so many recruitment tech solutions available, it can take time to figure out where to start.
In this article, we will discuss the importance of technology in recruitment and provide tips on choosing the right recruitment tech stack for your company. Whether you’re a small startup or a large enterprise, having the right recruitment technology can make a significant difference in your ability to attract and retain top talent. So, let’s dive in and explore the world of recruitment technology!
What Is Recruitment Tech Stack?
Before we get into the main gist of this article, let us first understand the basics of recruitment tech stacks. A general tech stack can be defined as a group of technologies that are used to create a service or product.
Therefore, a recruitment tech stack consists of automated programs and tools that assist and automate almost every hiring process step. Additionally, the right recruitment stack offers other features, like being mobile-friendly, seamlessly integrating with other apps, in-built analytics, etc.
By default, a recruitment tech stack will include a wide range of tools like onboarding software, automated background checks, screening tools, sourcing programs, email lookup tools, etc. However, you can exclude some of them, depending on what you are looking for.
What Are Some Steps To Select The Right Recruitment Tech Stack For Your Company?
Some simple methods to select the right recruitment tech stack for your company are:
1. Understand The Challenges And Needs
One of the first things you need to identify for building a recruitment tech stack is to understand the challenges and needs of your business. You must ask yourself certain questions, like the number of applicants you need to hire, whether you are connecting with the right applications, the downfalls, recruitment tools being used, etc.
You should start by creating a recruitment funnel; this will help you identify the steps you need to follow in your candidate journey.
Looking at and understanding the problems you face and the weak points of your process will allow you to find targeted and effective solutions. Hence, it is crucial that you know and understand your current recruitment process thoroughly.
2. Create A Technology Backbone
It is suggested that you create a technology backbone; this will help you create a base for your recruitment tech stack. Usually, recruiters use ATS (Applicant Tracking System) as the backbone.
If you learned before, the Applicant Tracking System program would assist and manage various tasks within the recruitment process, from sourcing to hiring processes. ATS can also automate various administrative tasks, like job advertising, interview scheduling, etc.
A critical feature of ATS is that it can be integrated with other recruitment tools, like recruitment marketing or candidate sourcing tools. Therefore, you must create a recruitment technology stack based on your requirements.
One standard you need to meet is that the ATS should help eliminate all manual and tedious tasks, allowing you to focus on efficiency+ via automation and increase your overall productivity.
There are many options available for you. The ATS you select will eventually depend on what you are looking for. However, it is recommended that you opt for mobile-friendly systems that offer in-built analytics to integrate it with other solutions.
3. Understand All Available Solutions
Since each business is unique, so are the recruitment challenges. Here are some types of tools that you need to consider to manage different aspects of your recruitment tech stack effectively:
Recruitment Marketing Programs
It is common for recruiters to use marketing tools for various purposes, like driving engagement and interest in the company, getting in touch with candidates, advertising jobs, etc.
Especially for small businesses, attracting only the top talents is always favorable. Sadly, they cannot get the same visibility in the recruitment scope as other established and well-known brands.
With the help of the right recruitment marketing tools, you can optimize your employer branding on various recruitment and career platforms. Recruiters will also be able to organize and track the candidates. The tools will also provide better candidate experiences and business visibility via social media engagement and content marketing.
Candidate Sourcing Programs
Another critical aspect of the recruitment process is finding the right candidates. But finding and engaging with high-quality candidates takes work.
While the best marketing tools will help drive visibility, the recruitment process will only be declared efficient when you are ensuring you are sourcing candidates from the best talent pools.
With the help of the right candidate sourcing tools, you will discover new talent pools, and you will be able to reach out to both active and passive candidates. These tools are often integrated with artificial intelligence (AI) to automate specific tasks, like the sourcing process; in turn, this will save substantial money and time.
The right sourcing tools will allow you to reach the best candidates. Therefore, they are an essential addition to your recruitment stack.
Candidate Screening Programs
After sourcing your candidates, you will have to start with the screening process to check the candidates for suitability. Going through resumes, interviews, and cover letters can take up much time. Also, you will end up focusing on candidates that are not a good fit for your business.
Hence, candidate screening tools are used to help improve this process. These tools can automate tasks like cover letters and CV screening by looking for essential skill sets and keywords. Candidate screening programs benefit large companies where recruiters receive thousands of resumes for a handful of open positions.
Then there are also various video interviewing tools if you want to improve screening; one of the best examples today is Zoom. These tools will save you a lot of time and allow you to focus on candidates who deserve or are perfect for the job.
Candidate Assessment Programs
Even if you have all the time in the world and go through each application for the open job, you will still receive CVs from unsuitable candidates.
With the help of pre-employment assessments, you will get a better match for people who are perfect for the job. Then, there are also other tools that you can use to check whether the candidate has the same values as your company.
Candidate assessment tools use techniques like games and tests to check the candidate’s capabilities. Of course, they can all be tailored based on the job role, and some assessments will be more fitting for separating the most qualified candidates than others.
Let us take an example. Consider you are looking for a communication channel manager for your organization. In such cases, a communications assessment is better than a technical assessment. Based on this, you can employ various tests and assessments like personality, cognitive, communication, technical, etc.
Onboarding Programs
For new employees, the first day involves setting up email accounts, computer logins, ID badges and completing all company paperwork. Yes, it is an important step. However, it can be quite a headache when it comes to welcoming new hires and making them feel welcomed and comfortable.
With the right onboarding tools, you can provide a smoother experience to the new employees and give them a proper welcome. The onboarding process will get automated, providing your employees with a seamless and structured start once they join your organization. These tools can be handy when hiring several candidates simultaneously.
4. Always Ask The Required Questions And Consider Looking At Examples
After you have agreed on the buying solutions, there will be a few more things that you will have to consider. Here are some questions that you need to look into:
- Can the stack be integrated with your existing tools?
- Will the stack be able to solve your requirements and/or issues?
- Does it fit within your budget?
- Is it easy to use? Or will you need training?
- What are the pros and cons of the solution?
- Is maintenance required?
- What are some of the business processes you will have to look into?
Overall, your tech stack needs to focus on eliminating tedious tasks from the recruitment process. However, your requirements could also change in the future, so the transition should be smooth. As for deciding which solution best fits your requirements, you need to consider whether it is easy to stop them completely or even replace them.
Always look for solutions for your tech stack that work well with others. It is one of the essential solutions to help you create a thriving tech stack that will suit all your needs and requirements.
Final Thoughts
With all the technological advancements today, you can build a recruitment tech stack from scratch based on your unique challenges and needs. You can also keep improving your tech stack based on the current scenarios.
Please let us know in the comment section if you have any questions about this article.
Also read: A Case for Hiring Remote and Putting Together a Global Remote Workforce
