The pandemic, its after-effects, how it has altered businesses and industries worldwide, how it has led to rapid digitization and technological innovations and challenges alike, and more – we’ve witnessed it all over the last couple of years. However, one crucial aspect hasn’t changed – people will always remain the most crucial asset of an organization, and this is evident in how companies prioritize their workforce over profit margins. There has been a sea of changes in human resource management. At the same time, technological advancements are opening a new frontier of opportunities for organizations to amplify their HR functions – including recruitment.
New-age, technology-backed recruitment tools help attract, source, and employ better-qualified and worthy candidates, relieving recruiters of the pressure, and saving time and money for businesses. However, the availability of diverse tools and platforms working towards better recruitment has made it tricky to differentiate between each and narrow down the right one for your recruitment needs. Thus, having a better knowledge of the available tech and building a tech stack will help you improve your talent acquisition. Dive below to learn what exactly a tech stack is and how to build the ultimate one.
Recruitment tech stack – a new buzzword or a lifesaver?
With the hybrid and remote work cultures coming to light, it has become unimaginable to recruit employees without the help of technology. However, with new recruitment solutions popping up almost every day, it can get overwhelming for recruiters to select the right digital solutions for their hiring needs. Moreover, despite their best efforts, many recruiters find themselves armed with solutions that aren’t a good fit for their particular needs. This is where a recruitment technology stack comes into the picture. It is a combination of applications, tools, and platforms used to find, attract, and hire talent. Having the ultimate recruitment tech stack handy enhances the overall hiring process, enabling you to hire more qualified and worthy candidates – definitely a lifesaver for HR teams and professionals!
As there is no universal solution available or a recruitment tech stack that will work for every organization out there, you need to build your own. Although each company has its own unique hiring needs, it is possible to pinpoint certain commonalities to help organizations put together the right mix of tools and technologies that will work for them. Here are steps to consider while building your own ultimate recruitment tech stack.
Also Read: HR Software for Remote Employee Management – 5 Must-have Features
Steps to building an ultimate recruitment tech stack
A sound understanding of what a tech stack is can help you build a compelling one. Consider these steps to get an edge in the competitive recruitment world.
Asking these questions will help you understand whether the current solution is working to your advantage and what you should consider while buying new technology for your hiring needs.
Identify needs and challenges
Every great thing starts with a roadmap. To understand the solutions that will work best for your recruitment needs, you must have a robust plan in place. First, outline your entire hiring process and note the changes you need to make, such as particular business needs to be addressed, challenges faced by your human resource teams, and problems that require a solution. This will give you a thorough picture of what needs to be done and why. Once you know your destination, you can quickly get on the way.
Create a technology backbone
Building a tech stack needs a technology backbone to rely on. The solutions you choose should fulfill specific criteria, such as easy integration with other applications, strong built-in analytics, should be mobile-friendly, etc. Many recruiters agree with the fact that an Applicant Tracking System (ATS) is the foundation of the recruitment technology stack. It allows you to leverage data collection and automation to optimize the hiring process. It is an end-to-end HR software that automates the entire hiring process, helping HR teams manage their recruitment function better.
Review the available solutions
The technology landscape seems overwhelming when it comes to recruitment, with countless options available for different functions. However, your unique hiring needs decide the solutions you should be addressing. Here are the tools for various functions that you can consider while building your recruitment tech stack.
- Recruitment marketing
- Candidate screening
- Candidate assessment
- Other solutions
Make key considerations
While making a purchase, it is a normal human tendency to assess the product with some considerations in mind. Recruiting technology is no exception – your past experiences, challenges, and performance decide the next purchase. Here are things to consider while buying new tools for the best recruiting.
- Can your team use the current tool without any prior training?
- Has the performance changed after integrating the solution?
- Can the solution be integrated with other applications?
- On what scale did the tool optimize your processes?
- How was the overall recruiting experience?
- What needs to be enhanced?
- Did you use all the features provided by your solution provider?
- What is the one feature that would have made your experience better?
Optimize the stack
Once you embrace the new technology, start experimenting to get acquainted with the tool. Meanwhile, ensure to find ways to improve your tech stack. Analyze if you are meeting the desired results. And if not, what is the one thing holding you back? Even if you are completely satisfied with the technology you have bought, a future-centric point of view would definitely help. Your business needs and organizational environment will never be the same; ensure you get along well with the changes over time.
5 Must-have tools for your recruitment tech stack
Recruiting is far more than just filling empty seats – it’s a strategic imperative. Attracting new mindsets, not only benefits the company but the whole administration. Consider these tools while building your tech stack.
Applicant Tracking System (ATS)
The first thing you need to consider for your recruitment tech stack is an Applicant Tracking System (ATS) for managing the flow of candidates. ATS helps consolidate candidate information, track the source platform, and help employers stay compliant with EEOC policies. As a result, you can easily create and nurture a pool of candidates to call upon in the future.
AI Sourcing Tool
To fill open roles, sourcing is the first step where the awareness of company and open positions is built. It is also considered one of the most time-consuming tasks in a hiring funnel. AI sourcing tools automate the candidate search and streamline the process, ensuring the right candidates come across the right positions available.
Candidate Relationship Management (CRM) Software
CRMs organize the candidate data in a searchable database, send automated emails, and analyze the success rates of different recruiting strategies. In many cases, CRMs also allow scheduling calls to plan interviews seamlessly.
It is a conversational interface that helps screen candidates answer queries, schedule interviews, and more. Some chatbots also allow checking the application status. In a nutshell, recruiting chatbots modernizes the candidate experience helping you hire the best talent.
Virtual Assessment Tool
Virtual assessment tools help speed up the application reviewing process. The modernized versions with AI allow the evaluation of writing samples, telephonic interviews, video calls, and virtual skill tests. Furthermore, predictive analytics, machine learning, and virtual assessment tools can help evaluate the skills and aptitude personalities of candidates.
The bottom line
It’s always a wise decision to put employees first while building a recruitment tech stack. The better the candidate experience you provide, the longer you will be able to retain candidates in your organization. With the technology landscape continuously evolving, partnering with an experienced talent partner like Exela HR Solutions can help you build a robust tech ecosystem that works to meet all your HR needs and helps you prepare for what the future holds.
DISCLAIMER: The information on this site is for general information purposes only and is not intended to serve as legal advice. Laws governing the subject matter may change quickly, and Exela cannot guarantee that all the information on this site is current or correct. Should you have specific legal questions about any of the information on this site, you should consult with a licensed attorney in your area.