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In the digital era, finding the best candidate for the job is easier with intelligent recruitment software solutions.
Nowadays, there are plenty of software tools that can maximize the efficiency and accuracy of your recruitment process to ensure you’re hiring the right people. In fact, 75 percent of recruiters said they relied on technology to do their job. The only problem is, with an overwhelming number of software options on the market, how can you identify which tools will fulfil your company’s hiring needs?
We’ve put together this guide on seven ways to develop a great recruitment tech stack to improve talent acquisition.
What is a “recruitment tech stack”?
In a nutshell, a tech stack is a collection of technologies that work together to achieve an overall business goal. Whether it’s a website, software solution, or mobile app, your different tech tools “stack on top of each other” and integrate to create one unified system that employees and departments can use.
Why do companies need a recruitment tech stack?
Having a tech stack is becoming a global talent acquisition trend in the digital world.
A solid recruitment tech stack lets you collect insightful data, analyze your findings, and use this information to make well-informed hiring decisions.
1. Start with a plan
Developing a great tech stack means understanding the technology needs of your recruitment process.
Sketch out your recruitment process from start to finish — there are process mapping tools available online to help. Be as thorough as possible, and feel free to reach out to other members of your recruitment team — each detail and perspective will strengthen your tech stack down the line.
Write down all the tasks your recruitment team performs and analyze how these could be optimized by your tech stack. How can you benefit from data-driven techniques? Can you break down communication silos with instant communication tools? What tasks can you automate to save time?
Features like automation, pre-candidate screening, personality assessments, pre-recorded video interviews, cloud business phone and a business answering service? Can you get rid of your old IP phone service? What tasks are absolutely essential to meet your business needs?
2. Find the most suitable applicant tracking system
Your applicant tracking system (ATS) is the foundation of your recruitment tech stack.
An ATS allows you to leverage automation and data collection to optimize your recruitment processes while also creating a pool of candidates for future roles.
Aspects to consider when choosing an ATS:
- Business size and requirements
- Intuitive and easy-to-use interface
- Analytics features for collecting data in real-time
- Scalability and desired flexibility to meet your growth aspirations.
- Features like automation, pre-candidate screening, personality assessments, pre-recorded video interviews, and a business answering service.
3. Choose an AI sourcing tool
According to an SHRM study, 75 percent of recruiters believe there is a skill shortage among applicants; however, having an efficient sourcing tool will enable your recruitment team to have a pool of the best talent to fill job openings.
Sourcing software works by searching through resumes, profiles, locations, and other candidate data. Sourcing tools can also use automation to contact suitable candidates and invite them to the next stage of your recruitment process. You can automate online calling to candidates and use QA call feedback forms to evaluate how the call went.
This data-driven and AI-led approach is excellent for companies that need to enhance their existing sourcing methods, which will avoid spending countless hours making manual phone calls and emails. Instead, you’ll reach the hard-to-find talent with minimal effort.
4. Use a recruitment marketing tool
The objective of recruitment marketing tools is to find, attract, nurture, and motivate candidates to engage with your job ad.
This is especially important given that remote work means companies from all over the world could poach talent away from you. By capitalizing on multiple digital marketing channels, such as jobs ads, paid ads, and social media, you can stay one step ahead of your competitors.
An effective recruitment marketing tool is as important for recruiting as customer journey map software is for ecommerce sales.
Adding a recruitment marketing tool to your tech stack is vital. Find one that utilizes analytics to attract candidates and measure the effectiveness of your efforts. This will allow you to make future decisions informed by data.
5. Integrate a candidate screening tool
Screening tools go beyond endlessly sifting through resumes in the hope of finding a gem: They find talent fast.
A few benefits of using candidate-screening software in your tech stack include:
- Enhanced productivity. Recruiters can save time and focus on the most promising candidates right from the start.
- Unbiased screening process. Using a data-driven tool to screen candidates enables an equal selection process..
- Scalable screening. Companies can screen more candidates in less time. This allows you to sort through applications quickly and create talent pools for the future.
- Fill vacancies quicker. By screening more people in less time, you can set up candidate interviews and speed up the hiring process.
- Organizational success. Acquiring top talent to fill each role leads to higher performance levels, efficiency, and success.
6. Implement a virtual interview application
As of January 2021, 79 percent of companies were conducting regular video interviews.
The great thing about video interview software is the ability to connect with candidates no matter where they are based.
Candidates expect an interview process that is personal, convenient, and efficient. Video interviews create a more relaxed environment for interviewees to shine and prove why they’re the best fit for the role.
Additional features like self-scheduling and automation reduce hiring times and enhance the interview experience for both candidates and companies alike by keeping things streamlined, personalized, and optimized.
7. Use an onboarding tool
The onboarding process is essential for giving new members a positive employee experience.
It’s a chance to demonstrate your employer brand and establish expectations. As well as getting new employees up to speed, an onboarding tool can help with important documentation for payroll, taxes, benefits, and any other forms of paperwork.
Onboarding software will allow you to automate and support the entire process from start to finish. It’s one of the most important parts of your recruitment tech stack, which includes:
- Checklists. To guide candidates and recruitment teams during the first few days on the job.
- Self-service training tools. To allow new employees to get up to speed in a relaxed and self-paced manner.
- Documents. To send, sign, and receive any necessary paperwork.
The technology landscape for recruitment can seem overwhelming, with many options available for different tasks.
But taking the time to evaluate your business needs and conduct research can help you develop a well-rounded tech stack equipped with the right tools. These will help your company acquire the best talent as well as cut costs, increase efficiency, and gain valuable insights.
With the future of HR looking towards technology, start developing your tech stack now to reap the rewards of improved talent acquisition. By using Globalization Partners’ proprietary, AI-enabled, automated, and compliant global employment platform, companies can grow revenue faster, improve their access to global talent, and minimize risk. Contact us and we’ll help you navigate the evolving recruitment landscape!
About the author:
Richard Conn – Senior Director, Demand Generation, 8×8
Richard Conn is the Senior Director of Demand Generation at 8×8, a leading communication platform and best phone system for business with integrated contact center, voice, video, and chat functionality.