As a recruiter, you may find yourself bombarded with advertisements for various recruitment technology. On one hand, you know that technology can improve efficiency, but on the other hand, the abundance of software available can be overwhelming (and expensive).
Information overload can lead recruiters to revert back to their more manual processes, potentially missing out on the opportunity to save time and money by utilizing the technology available to them.
What exactly is a recruitment technology stack?
Essentially, a recruitment technology stack is the software you use for your recruitment process. It can be as simple as spreadsheets and inboxes, or a full end-to-end process with software catering to talent attraction and acquisition, application management, behavioural testing, interviewing and onboarding.
The first thing to do when thinking about your recruitment technology stack, is to evaluate your current recruitment process. Ask yourself this:
- Are you happy with the processes and technology you currently use?
- Would it be very difficult to change software?
- What budget do I have?
It can also be useful to list out the strengths and weaknesses of your current set-up. Ideally, you’re looking for solutions to address those weaknesses. A good way to identify these strengths and weaknesses is to review your recruitment step-by-step, to identify where you can be more efficient. You can use this list as a guide of areas to review:
- Employer branding
- Talent attraction
- Ad copy and positioning
- Managing and responding to applications
- Behavioural testing and interpretation
- Background checks
- Reference checks
Once you’ve analyzed your current recruitment process and solutions, it’s time to create an action plan.
A good place to start is by identifying your earliest point of weakness. Think it through: from the very beginning of the recruitment process, right up to your new hire being onboarded, where is the point that things start to go wrong? That’s a good place to start.
Maybe your entire recruitment process needs improvement from start to finish? If so, try visualising your ideal recruitment process. What tasks are automated? Where is your data stored and how easy is it to access and sort through? Questions like this will help you to determine the key areas you need to look at.
Identifying what your ideal recruitment process will help you to get clarity on where you may need to update your software, and therefore which suppliers you might consider.
When reaching out to suppliers, ask yourself these questions:
- How do you expect this software to solve your problems?
- Will your team embrace this new software?
- Is the tool flexible and scalable?
- Does the solution come from software or outsourcing?
- Can we make the process seamless?
Asking yourself these types of analytical questions can help you get clarity on what exactly you need, and therefore will save you time by avoiding unnecessary calls and demos with suppliers whose products won’t meet your needs.
Now that you’ve come to a point where you’ve identified areas where you’d like to see improvements, you’ve spoken to suppliers and (hopefully) found a good fit, you might be wondering: there’s so many solutions available, when do I stop? With so many options available, it’s easy to jump down the rabbit hole of expensive solutions. Just remember: You can always add more to your suite. But the last thing you want to do is add expensive or unnecessary tools and processes to your tech stack that don’t suit your needs.
If you’d like to learn more about how to select your ideal recruitment technology stack, download our detailed guide on the topic from our Resource Centre here.
The following guides can also be downloaded from our Resource Centre:
A Guide to Better Shortlisting and Selection
Powerful Interview Questions
Employer Branding Guides
The Social Media Handbook for Recruiting
The Biggest Mistake in Recruitment and How to Avoid It
How to Choose Your Ideal Recruitment Tech Stack
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