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13 tools every recruiting tech stack should have

January 6, 2023
3 min read

Uncertainty and fluctuations in the labor market shouldn’t change your mission: you still need to attract and hire the best talent you can find as quickly as possible. Here is our checklist for building out a recruiting tech stack that supports your efforts throughout the hiring process.

You can download the full infographic here.

Attract diverse job seekers

  1. Career site technology should make it easy to tell your employer brand story and highlight your culture and values. Look for solutions that are visually engaging and underpinned with AI that helps match job seekers to open roles.
  2. Video testimonials give employees the ability to advocate for you by creating short, high-quality videos that you can share through your career sites, social media, job descriptions, email newsletters, and more.

Engage qualified candidates

  1. Candidate relationship management (CRM) solutions operate similarly to software designed to assist with sales and customer management. A CRM should have the ability to grow and organize talent networks, automate some candidate communications, and suggest who to follow up with based on available roles.
  2. Text engagement technology helps make communicating with candidates fast and can help you stay compliant. Look for a solution that provides text messaging capabilities and facilitates conversations on apps like WhatsApp and Facebook Messenger.
  3. Digital assistants can automate candidate communication in text messages, communication apps, and via a chatbot on your external and internal career sites. Look for digital assistants that are easy to script, fully brand able, and that can answer FAQs, schedule interviews, prescreen candidates, and more.

Hire top talent quickly

  1. Applicant tracking systems can automate postings to job boards, manage and track applicants through the hiring process, and create shortlists of candidates by reviewing the skills and experience listed in their resumes. Consider providers that offer a high degree of system configurability, robust integration with your HCM and other recruiting software, and rich data and analytics dashboards.
  2. Language assessments help recruiters and hiring managers vet candidates quickly for language competencies.
  3. Video interviewing technology sets up hiring teams to assess candidates faster than traditional in-person interviews. Look for a provider that provides flexibility with live and on-demand video interview options.
  4. Offer management systems speed up the job offer creation, approval, and signing process. Look for a system that can send automated task reminders, includes a library of templates and clauses, and auto-populates candidate information.
  5. Employee onboarding software helps transition candidates to new hires smoothly with the use of digital portals that centralize tasks and paperwork. Consider a system that also communicates between teams to ensure everything is ready for your new hire starting on day one.

Advance and retain employees

  1. Internal career sites enable employees to see best-fit roles and upskilling opportunities. Your best candidates are already in your organization! Save recruiting time and money by making employee advancement and professional growth an integral part of your company culture.
  2. AI-powered recruiting software can also recommend open opportunities to current employees based on their talent profile and tenure. Maximize this engagement by allowing employees to access project and role recommendations on-demand.
  3. Employee-focused text and email campaigns help quickly reallocate existing talent to new opportunities. These engagement tools highlight cross-department collaboration, showcase new opportunities, and nurture employees to grow with your company through proactive, not passive, employee experiences.

Final thoughts

The labor market may have changed the recruiting game, but a dynamic recruiting stack allows you to flex as you need to scale hiring up or down. Hiring technology that considers the full talent lifecycle – attract, engage, hire, and advance – allows you to create a proactive, employee-focused mobility experience. Nurture your most important resources — your people — and you’ll foster a company culture where more employees want to stay.

Download the infographic here.  

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About the author

Alex Oliver

Alex is well-versed in content and digital marketing. He blends a passion for sharp, persuasive copy with creating intuitive user experiences on the web. A natural storyteller, Alex highlights customer successes and amplifies their best practices.

Alex earned his bachelor’s degree at Fairleigh Dickinson University before pursuing his master’s at Montclair State University. When not at work, Alex enjoys hiking, studying history and homebrewing beer.

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