Tech & Tools: January/February 2023

IN FOCUS: Creating a great recruitment tech stack

The vast range of different recruitment tools available means both agency and in-house recruiters have ever more decisions to make when it comes to choosing the right mix of technologies to achieve their aims. And creating the right tech stack for the business isn’t just about technology decisions. “You need to look holistically at your people, your processes, and your goals and objectives to ensure any tools you include in your tech stack will work cohesively and deliver the intended results,” says Mark Hedley, vice president of talent recruiting at Globalisation Partners, developer of the Global Employer Platform.

As Hedley adds, there are “no silver bullets” but a well-designed tech stack “that is integrated, enables automation, leverages self-service, and provides a single source of truth can be a competitive advantage in the war to attract and engage the best global talent. There are some amazing tools and the best results come when they work seamlessly together”.

Starting point

Before deciding on anything, it is important to define your objectives and identify the processes you want to cover. Ben Slater of talent platform Beamery says starting with technology, “not strategy”, is a mistake: “Any software that companies purchase needs to be deeply aligned with the goals that an organisation is trying to achieve.”

Given the sheer number of processes that make up recruitment – sourcing, applicant tracking, CRM, video interviewing, assessment and onboarding to name just a few – devising the approach and strategy requires careful thought and discussion. Dan Kirkland, co-founder and director of talent acquisition platform Tribepad, warns against working in silos and not involving key stakeholders/user groups early on. “Otherwise, you risk losing them on day one,” he says.

As well as practical considerations, discussions should include how “progressive” the recruiting team wants to be in its approach to recruitment technology, suggests Hedley. Do you want to be on the leading edge of innovation and are willing to take a risk on a new tool or application that is still evolving, or would you prefer to let others do that learning?” he says. “It is important for your teams to agree on the approach. An example is the use of AI for candidate screening.”

Kirkland also urges recruiters to avoid trying to use all-in-one tools “for absolutely everything”. “Use the best tools that you can afford that allow you to maximise your process efficiencies,” he says, and accept that your processes may need to change. “Don’t bend the tools around your process, update your process instead to maximise the benefits of the tech stack.”

Interoperability and data

The vast majority of recruiters will already have several tech solutions in place but assess whether these might need upgrading and it is also vital to tackle any potential interoperability issues in early discussions with vendors and in-house IT teams. “Interoperability is one of the most important, and least discussed components of technology,” says Slater. “Everything in your stack needs to be integrated and work well together. You need tools that support and enhance one another, not issues with data flow and integrations.”

Similarly, a focus on data early on is imperative. “Clean, up-to-date data is the foundation that every business needs,” states Slater. “With technology stacks growing in size and complexity, having intelligent data that you can rely on is crucial.”

Evaluate and review

Measure the effectiveness of your stack regularly and assess how well the components are working together from both the recruiter and candidate’s perspective. “Tech tools are an enabler, so any review should focus on the output and outcomes measured in business relevant results,” says Hedley. “The same metrics you use to decide which tools you need in your tech stack should be used to measure their effectiveness. However, it is important to remember that performance against metrics or goals are the result of multiple factors, so don’t change tools when a change in process is needed, or your goals have become outdated.”

Experts agree that a tech stack should be reviewed every year and Kirkland advises a thorough evaluation every two years. But he says if the toolset isn’t working, “don’t wait”: “Review with your existing vendors to see if they can help you and, if they can’t, then you need to start your process as soon as you can – you’ll be doing yourself and your colleagues a disservice if you delay this for an annual review.”


In brief

Customised anonymity

Recruitment software provider Hireserve is launching the CV Anonymisation tool, designed to remove unconscious bias and boost diversity & inclusion initiatives. Recruiters can customise the level of anonymisation from personal information to employment history and education timelines.


Integration can make brighter hires

Interview intelligence platform BrightHire is partnering with hiring platform SmartRecruiters to integrate its applicant tracking system (ATS). Users can review and transfer BrightHire’s interview notes, transcripts, interview highlights and key moments with the side panel embedded into the SmartRecruiters’ candidate record.

Cutting cost and time of reference checking

Recruitment cloud company iCIMS has acquired the skills verification and digital reference checker specialist SkillSurvey to enable its community of 4,000 customers to reduce the time and cost of traditional reference checking.


Virtual try-out tool for assessing drivers

The hiring platform ModernHire has released a virtual assessment tool for commercial drivers. The Virtual Tryout for Drivers is the latest in its portfolio of simulation and text-based assessments and uses virtual exercises on attributes that are critical to safety and driver success.

Building video into everyday activities

Recruitment agencies and in-house talent teams can take advantage of an online one-stop-shop to make it easier to use video for recruiting, onboarding and training. PreviewMe by the New Zealand-founded company of the same name (with offices in the UK and Netherlands) provides customisable video templates to make it easier to build video into everyday activities.

Image Credit | Shutterstock

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