Building a Recruitment Tech Stack That Works for You

The landscape in today’s world has led to unemployment. Open jobs have hit a record level, and the labor market has led to a massive turn. Recruiting technology helps employers come across jobs, and people ultimately get hired. However, if you’re not good at recruiting, having the most amazing recruiting technology will only help you sink faster. This is what the industry veteran Tim Sackett from SHRM-SCP said. Ms. Sackett is also the president and thought leader at HRU Technical Resources, as well as a member of the design and engineering staff at Lansing, Munich firm. 

Sackett, who also spoke at the SHRM Talent Conference and Expo in 2022, on April 13 in Denver, also hosted many demos on recruiting technologies every year. He now works in HR and is a recruiting leader that helps build recruiting and technology systems and processes. Stacks in talent acquisition technology are building upon foundational applicant tracking systems, also called ATSs. Employers are attaching sourcing tech, assessments, recruitment marketing platforms, onboarding tools, interview systems, and assessments. Sackett also mentioned that the ideal tech stack doesn’t exist, and the solution should be customizable for every organization. According to him, the overlap recruiting technology has reached an overwhelming stage. 

The ATS has CRM (customer relationship management) functionalities, whereas the AI chatbot is doing the outreach. This means that the sourcing tool is doing the marketing scheduling and automation. Then, the products are blending into one another, making it very confusing for buyers to obtain what they need the most. With such choices available, Sacket has mentioned that the most important aspect that must be considered is all about implementing the recruiting technology that recruiters are going to use. Next, the hiring process will become faster, whereas the quality of hire is going to increase. 

What Is Marketing Automation?

People will say that everybody needs a CRM, Sackett believes. However, most companies don’t need it because this system is too complex and needs a team for running it, not to mention that only enterprise companies are using it. What matters the most here is marketing automation, as this is the top-of-the-funnel that connects recruiters with more candidates. Marketing automation also works when there’s a cut down because applicants are ghosting you. 

In some organizations, only 1/3 of the applicants show up for the scheduled interviews. Employers should use marketing automation when wanting to text candidates about an upcoming interview. One of Sackett’s clients had a 30%-90% show rate. Those who have been interviewed came because they supposed the company wanted them. But what they didn’t know was that they were talking with bots. Sackett said that sending mass emails out doesn’t count as marketing automation but as spam.

How Does Marketing Automation Work for Business?

If you want your business to employ the best recruitment technology, consider all your business needs. This can be done by defining the recruitment challenges faced. All business needs should be addressed because if you address them, you are going to solve all your problems. For example, ask yourself if you are trying to hire for the same position or if you want to hire more people at once. As soon as more applicants are available per vacancy, you might become scared that good candidates are escaping you. 

One of the most efficient ways of approaching building out a new recruitment stack is creating a technology backbone for your process of recruitment. Many recruiters out there would agree that quality applicant tracking systems (ATS) are the most important when it comes to the recruitment process. Opting for a flexible ATS will help you improve your work later.

Choose a mobile-friendly platform that features the strongest built-in analytics and can be integrated with some other solutions. For example, you could use pre-employment platforms for testing, as well as recruitment marketing platforms. You could also put sourcing tools to work, whereas some more of the important systems would matter the most for the tech stack, regardless of what hasn’t been specified yet.  

Why Would Recruiters Need Marketing Tools?

Recruiters are using all sorts of recruitment marketing tools to advertise a job opening and engage with their candidates so that their interest is nurtured. These tools and systems are used for CRM capabilities and social recruiting for the talent pipeline to grow. The ideal recruitment marketing tools are helping to optimize the branding of employers on job portals and career sites. This way, there’s a streamline of new jobs, and the candidates are helped to organize better so that referring employees is easier. The recruitment marketing tools are:

  • Smashfly, which allows you to revamp career sites so that recruiting events are benefited from 
  • SignalHire, which helps finds experienced candidates across multiple industries. You can read more about it here
  • Phenom. For people who allow you to create personalized sites for a career so that the candidate pipeline is managed
  • Jibe, which helps to engage candidates that have personalized career sites and can apply their optimized experiences 

Screening Candidates 

Screening candidates is very important in recruitment, yet also challenging and time-consuming. It’s all about conducting endless interviews on the phone so that candidates are no longer wasting their time because they don’t fit their organization or role. In many ways, candidate screening could meet many improvements. 

Luckily, many options are available when it comes to easing the process. CV scrappers are helping with screening the candidates so that resumes are scrapped for skill sets and the most important keywords. Some tools, like SignalHire, can help automate sourcing with an email search extension that works directly with LinkedIn, GitHub, and other social platforms. 

Interviewing video tools are the most excellent candidates for digital screening, as well as more efficient than screening people in person. They are also very helpful when it comes to hiring people remotely. Even after detailed and effective screening processes have been used, you can find yourself with candidates who aren’t just the right fit. This can be either for the company culture or for the role or both.

How Does the Hiring Technology Work?

By using pre-employment and predictive technology for hiring people, you can give people jobs and reduce turnover. This way, employment engagement gets to grow, and the hiring quality at the organization you work for gets to improve. Many candidate assessment types include testing technical and communication skills, judgment skills in any situation, and cognitive abilities. You can also perform personality assessments if you are looking to determine the organizational fit of people for hire.

And there are assessments that are much more effective when testing for certain roles. For instance, there are situational judgment tests for evaluating customer service role candidates, whereas technical tests are very often used in software development and IT. The candidate assessment tools are:

  • Pymetrics, which matches the qualified candidates to any opportunity of bias-free algorithms and neuroscience games 
  • Hundred5, which pre-qualifies the candidates by using all sorts of different filters that can be used for the process of applying for jobs 
  • Harver, which allows building customer candidates’ experiences with interactive gamified assessments and videos 

And recruiting doesn’t stop at selecting candidates. There’s the amazing onboarding process that makes for the most impressive new hiring experiences so that it can ultimately set the stage for what’s about to follow. Onboarding software should guarantee the warmest welcomes for new hires, as it helps automate the onboarding processes by offering all new employees the most organized environment during the first week at a company. 

Onboarding Tools

The onboarding tools for automation software are:

  • Enboarder, which creates only personalized learning and onboarding experiences when it comes to new hires
  • Talmundo for offering the unique onboarding and pre-boarding solutions that engage employees early in the hiring process
  • BambooHR for creating the most appealing welcoming emails so that new, automated paperwork for hire can be used 

Depending on what the company you are working for is looking to improve, it’s important that you look beyond the solutions scope of the categories mentioned above. Perhaps you are looking to extend your list of employee referrals by using technology and increasing diversity. Implement dedicated software solutions for tech recruitment, or use chatbots for improving communication. This is going to help you find the solutions that work for your business.




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