How to Find the Right Talent Acquisition Tools
Here is the different types of talent acquisition software. See which ones your team needs.
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Recruitment is no easy task. From sourcing to onboarding, a lot of work goes into finding the right candidate to fill a role. Thankfully, with the right talent acquisition tool, recruiters can streamline their hiring process to reach the best candidates with an offer before the competition.
Talent acquisition tools make recruitment faster and more effective while producing a better ROI for efforts.
These tools come in a wide variety. Whereas some focus on applicant sourcing and tracking, others work to streamline assessments. Finding the right set of tools to work together is just as important as recognizing the need for them. That’s why today we’re going to take a look at how to find the right tools to create a tech stack that works best for your company’s specific needs.
Recruiters today have many types of talent acquisition software available to them. In fact, they come in such a variety in terms of features and functionality that it is easy to tailor a suite of tools to meet your organization’s specific needs. Here are some types that are popular with the modern recruiter.
This is by no means an exhaustive list, but it’s a good starting point to find the right tools for your organization. Ideally, the tools you choose should improve both the efficiency and effectiveness of your hiring efforts.
With the plethora of HR recruitment tools available, the challenge isn’t a matter of finding tools. It’s finding the right tools that work for your organization. Although we can’t point to a one-size-fits-all solution, we can help you get started. Here are some metrics you should look for when choosing the best recruitment tools for your hiring process.
First, we need to consider what candidates are looking for. Your recruitment process is their very first impression of their employer. And that means they’re looking for red flags early. As such, you need tools that enable you to build a candidate-first process. This involves finding tools that both mitigate bias and prevent slow time-to-hire; encouraging talent from accepting an offer.
Then there’s the matter of costs. Every recruitment team is looking to minimize their cost per hire without sacrificing the quality of hire. That balance is one of the biggest challenges in recruitment. The tools you adopt should help you maintain that balance.
Qualifi allows you to achieve all of this and more with easy-to-use interview software that keeps the human connection without losing the benefits of automation. That ultimately means a faster hiring process, better candidates, and greater ROI.
The key to building a recruitment tech stack is recognizing there’s a problem. Then determining how to address that problem. And to that end, you’ll want to customize your HR software to best match your needs.
Before you adopt a new solution, you need to know the biggest caveat on how to make a talent acquisition tech stack: compatibility. Your tools need to work with one another. Otherwise, you’ll spend most of your time jumping between solutions and manually importing and exporting data you need across your stack. No one wants that.
As such, building the recruitment stack that’ll take your hiring to the next level is a balancing act.
To start, you’ll want to assess your current tech stack. This could mean tracking the features you want or rightsizing your current software licenses. It could also be as simple as checking in with your team or complex as a months-long project. Regardless, nothing will happen if you don’t take the first step.
Begin assessing your tech stack by asking the right questions:
When you answer these questions, you’ll recognize that your current stack and potential solutions will fall into a few categories of recruitment software.
Your talent management tools will help you attract and recruit candidates. According to Yello, 73% of companies are already doing the same. These tools aid in streamlining the hiring process to reduce costs and cut the time-to-hire. They come in two main types: Applicant tracking systems (ATS) and candidate relationship management (CRM.)
CRMs focus on improving candidate experience and engagement. What’s more, they’ll ideally work alongside applicant tracking systems to organize applicant information. As the name implies, you’ll want a CRM to help create a candidate-centric process.
ATS solutions focus on tracking candidates and automating the tedious parts of the hiring process. This keeps candidates moving through the process as quickly as possible. However, even the most powerful ATS will require a few additional tools to assist in individual stages such as interviewing, assessment, and scheduling.
As such, you should select tools that complement your ATS. Qualifi, for example, automates virtual interviews, accelerates the screening process, and works alongside most ATS platforms available today.
