Modern recruiting/ talent acquisitions teams, it is time to roll up your sleeves and get your tech on. Why? To be effective most pros are using multiple talent acquisition platforms to provide a soup-to-nuts recruiting experience. And not just a good experience for candidates, but also for recruiters. Looks like a one-and-done recruiting platform isn’t quite enough to get the right candidates to you and provide recruiters the data needed to be the most effective.
At the HR Technology Conference in Las Vegas, I attended a panel called “If We Build It, Candidates Will Come: Building the Perfect TA Tech Stack”, facilitated by Tim Sackett. The panelist included Marriott International’s VP of Talent Acquisition Strategy, Jessica Lee, Intel Corporation’s Recruiting Capability Adoption expert, Allyn Bailey, and Bazaarvoice’s, Head of Global Talent Acquisition, Graham Pionkowski.
These are larger companies, so it stands to reason they have greater resources to adopt several platforms. Never fear smaller HR teams:
–All agreed the center of their “tech stack” was still the Applicant Tracking System.–
So my HR friends just beginning to build a tech stack or who have limited funds — start there.
Also, some of the newer components pushing their way up the TA food chain is are automated sourcing tools such as Entelo and Recruiting Marketing tools such as Smashfly. So start learning more about how automated sourcing and recruiting marketing are being coming essentials as well.
Alright. Hold on to your butt’s HR friends, here is what a comprehensive Talent Acquisitions/ Recruiting “Tech Stack” could include:
- Applicant Tracking System
- Employee Referral
- Candidate Experience
- Employment Branding
- Job Descriptions
- Screening/ AI
- Data & Analytics
- Recruiting Marketing/ CRM
- Background Check
- TA Communications
- Reference Checking
- Contingent Labor
- Interview Tech
- Job Boards
- College Recruiting
- Career Sites
Go show this list to your resource “decision makers” now. Or the picture embedded in this post. Next time you say to that decision maker, “we need more”, this may help prove your point, if even just a little.
All this being said — it is an exciting time in the recruiting world. It is also a time where our workloads are increasing, pressure is on the rise, and finding candidates is tougher than ever. My advice: determine the one pain point you have in recruiting, determine the category above that can help relieve that pain point and start doing some research.
You may just be pleasantly surprised how a few tech pieces can impact your results.