Building the Perfect Recruitment Tech Stack in 7 steps

Imagine you’re baking a cake. To make the perfect cake, you need different ingredients, like flour, sugar, eggs, and more. Each ingredient has its role in making the cake delicious.

Similarly, you need to bring the right recruiting technology together in order to improve your company's hiring process.

Dive into our comprehensive guide below as what the categories of recruitment tech are and how to select the right tools.

But first,

What is a recruitment tech stack?

A recruiting tech stack is a collection of different tools that staffing firms and recruitment agencies use to find and engage candidates and clients. Connecting these tools, or "stacking" them together is called building a recruitment tech stack.

For example, there might be different tool for posting job listings to multiple websites at once, tools for sorting through applications to find the best matches, and systems for keeping track of communications with candidates.

Selecting the right software for each workflow and connecting them will ensure that recruiters save time and make fewer mistakes.

Why is building a recruitment tech stack beneficial?

Just like how using the right ingredients makes the cake better, using the right tools makes the recruitment process smoother, faster, and more effective.

Staffing firms can find better candidates in less time, manage their information easily, and ensure that the entire hiring process is organized. A robust recruitment tech stack, incorporating AI, analytics, and mobile apps, transforms the candidate journey and provides a seamless and efficient experience.

7 steps to create your perfect recruitment tech stack‍

Step 1: Identify Needs and Objectives

The first step to creating a recruitment tech stack is to thoroughly assess the current processes. This involves identifying strengths, weaknesses, and areas that require improvement.

The main objective here is to pinpoint specific needs – it’s like taking stock before heading to the store.

The end goal is to have clearly defined objectives. Examples of goals include:

enhancing the quality of candidates sent to hiring managers
enriching the overall candidate experience
increasing the top of the funnel
less time spent interviewing candidates
ability to engage passive candidates

Having these objectives predefined will help you focus on selecting recruitment tech that's needed vs whats being sold

Step 2: Research Available Technologies

With the objectives in place, the next step involves exploring the variety of technologies and tools available in the market. This step is akin to window shopping, where recruiters get to explore various options, comparing features and benefits. Seeking recommendations from peers and industry experts also plays a crucial role, offering insights into tools that have proven effective in real-world recruitment scenarios.

Typically the technologies available fall into one of the following categories:

Applicant Tracking System (ATS): Needed for efficient management of job postings, candidate applications, and communication.‍
Customer Relationship Management (CRM): Essential for managing client and candidate relationships, tracking interactions, and scheduling follow-ups.‍
Job Boards: Facilitate wide distribution of job postings across various platforms and aggregators.‍
Candidate Sourcing Tools: Aids in finding potential candidates through diverse channels like social media, professional networks, and online communities.
Contact Data Finders: For retrieving contact information, such as email addresses and phone numbers, of individuals or businesses from various online sources.
Candidate Assessment and Testing Tools: Helps in evaluating candidates’ skills, knowledge, and cultural fit.‍
Video Interviewing and Communication Tools: Enables remote interviews and seamless communication with candidates.‍
Background Check and Screening Services: Ensures candidates’ credentials, criminal records, and other background information are verified.‍
Onboarding Software: Streamlines the process of getting a new hire started, including paperwork, orientations, and training.‍
AI-Powered Recruitment Tools: Uses AI to analyze and match candidate profiles with job requirements.‍
Employee Referral Software: Encourages and manages employee referrals efficiently.‍
Analytics and Reporting Tools: Helps track recruitment metrics and generate reports for analysis.‍
Legal and Compliance Tools: Manages compliance with labor laws, data protection, and other legal aspects.‍
Collaboration and Project Management Tools: Facilitates internal team collaboration, task management, and project tracking.‍
Social Media Management Tools: Aids in social media recruitment efforts and employer branding.‍
Learning and Development Platforms: Provides training and development opportunities to candidates and employees.
Candidate Assessment Tools: Includes pre-employment assessments and various types of tests to better match people to jobs and assess candidates' capabilities.
Career Sites: Platforms to optimize employer branding, track and organize candidates, and expand the reach of job postings.
Recruitment Marketing Tools: Tools used to advertise job openings, engage with candidates, and drive interest in the company.

Step 3: Evaluate and Select Tools

Evaluating and selecting the appropriate tools is a critical phase.

Recruiters need to assess potential recruitment technology based on their features, usability, and the specific benefits they offer in line with the identified needs and objectives.

The key is to choose tools that can be integrated seamlessly to create a cohesive and streamlined workflow, ensuring that each component of the tech stack complements the others. Your selection should include the following:

Functionality: Does the software meet our specific recruitment needs and objectives? Does it enhance our process’s efficiency?
Usability: Is the software user-friendly and intuitive for recruiters, hiring managers, and candidates?
Integration: Can the software easily integrate with our existing tools and systems to create a seamless workflow?
Customization: How customizable is the software? Does the vendor charge extra for customization or add-ons?
Compliance and Security: Does the software comply with legal and regulatory standards, especially GDPR and CCPA? Does it have robust features to protect sensitive data?
Vendor Support: What is the vendor’s reputation for support? Do they provide adequate support and regular updates to the software? Are they cloud-based?
Cost: What is the total cost of ownership, including purchase, implementation, and maintenance? Does it offer a good return on investment?
Reviews: How well is the software rated on sites like G2, Capterra, Saasadviser and SoftwareAdvice? Do you know someone who has used this software? What are the people saying about the company / software on social media platforms like Linkedin and Twitter?

By addressing these questions, you’ll be better positioned to choose software that is aligned with your goals.

Step 4: Plan Implementation

With the tools selected, planning the implementation is the next milestone. This involves creating a detailed timeline for the rollout and assigning the necessary personnel and budget to manage the process. A well-laid-out plan ensures that the integration of the tech stack into the recruitment process is smooth and disruption-free.

Step 5: Train the Team for Better Candidate Experience

Change is hard. Implementing any new software also means that your team would have to learn new skills, adapt to changes in workflow. So, training is integral to the success of the new tech stack.

Ongoing support from the vendor during the adaptation phase helps address challenges and ensures that the team can leverage the tech stack to its full potential.

Step 6: Monitor and Optimize

Once the tech stack is in place, monitoring its performance is essential. Regular tracking ensures that the technologies are meeting the set objectives and delivering the desired outcomes.

It’s a continuous improvement process, where feedback is used to make necessary adjustments and optimize the tech stack for better efficiency and effectiveness.

Additionally, implementing employee recognition software within this framework can further contribute to fostering a positive work environment, acknowledging and rewarding the efforts of individuals and teams.‍

Recruitment CRMs like Longlist are also crucial in this optimization process, as they help nurture relationships with both passive and active candidates throughout the recruitment process.

Step 7: Keep Updated with Recruitment Marketing Trends

Finally, staying abreast of the latest trends and advancements in recruitment technology is crucial. The tech landscape is ever-evolving, and recruiters need to be informed to ensure that their chosen recruitment tech stack remains current and competitive.

Upgrading and updating the tools and technologies becomes an ongoing process to adapt to emerging needs and opportunities in the recruitment landscape. Additionally, understanding and leveraging new methods to engage with passive candidates is essential for maintaining a robust talent network.

Conclusion

In the ever-evolving landscape of talent acquisition, having the right recruiting tech stack is paramount to success for a recruiting agency. Technology can significantly improve your recruitment processes, leading to faster, more efficient, and more diverse hiring. These tools help track and organize candidates to build talent pipelines, optimize employer branding, and improve candidate experiences.

Recruiting tech stack tools offer efficiency, precision, and data-driven insights, enhancing the recruitment process. From applicant tracking systems to AI-powered solutions, each component plays a crucial role in finding and securing top talent. In today’s landscape of jobs, a well-crafted recruiting tech stack isn’t optional but a necessity. It streamlines processes, improves candidate experiences, and bridges generational gaps, catering to HR professionals and hiring managers alike. It empowers organizations to attract, assess, and retain the best talent, providing a competitive edge for future success. These tools are essential for managing different areas of the recruiting process, such as candidate texting, automating screening, interview scheduling, and onboarding.