Talent Acquisition Tools

Use this guide to build a talent acquisition tech stack.

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Interviews are transcribed with 98% accuracy.
Identify desirable keywords in interviews.
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Level the playing field by mitigating bias from the beginning.

Eliminate unconscious bias by using phone interviews instead of video.
Make your interviews fair and equitable with built-in structure and consistency.
Increase accessibility with audio-based interviews.

Talent Acquisition Tools

Data travels around the world in the blink of an eye, and much of our lives are now spent online. You would be hard-pressed to find an industry untouched by this technological revolution. In order to remain competitive, companies have been forced to keep up with these trends or be left behind by their competitors. Particularly in the last decade, technology has completely changed how employers recruit candidates. This is in part due to the effects technology has had on the labor market, but it is primarily seen in how we recruit candidates today. Talent acquisition tools that appeared in the last few years have granted modern recruiters the ability to amplify their hiring practices with greater efficiency and quality of hire.

Talent acquisition focuses on the quality of candidates over quantity. These tools are dedicated to finding, assessing, and onboarding new employees. To no surprise, this means talent acquisition faces the same challenges as less specialized recruitment. That’s why 73% of companies in the United States use some form of talent acquisition software.

Such tools include applicant tracking systems, such as Workday, that help streamline the talent acquisition process by providing a system that manages the entire hiring process. This drastically reduces time-to-hire by funneling qualified candidates through the hiring process faster. This is essential to prevent the loss of talent.

Interview software has risen as an important tool for recruiting. Qualifi offers a solution that allows recruiters to invite candidates as soon as they apply to eliminate the time often spent on scheduling interviews. What’s more, it provides a way for candidates to answer interview questions on their own time and allows recruiters to review them just as quickly.

Types of Recruitment Software

Today, there are many types of recruitment software available to empower recruiters to hire like never before. These tools are designed to handle everything from candidate sourcing to applicant tracking. It’s only a matter of finding the software that works best for your company.

An applicant tracking system, or ATS, is a program that enables hiring teams to track large volumes of applicants moving through their hiring process at once. These tools provide a level of control to handle large candidate pipelines, consequently allowing recruiting teams to handle greater candidate sourcing and ultimately expand their reach. As such, it is a common go-to recruitment management software. ATSs include tools like iCIMS that provide an all-in-one tool to track applicants and even connect with additional tools like Qualifi. Using iCIMS and Qualifi together allows you to map roles from the platform to Qualifi and create a seamless flow between your interview and applicant tracking systems.

Then there are candidate relationship management platforms, more commonly known as CRM. This software is a relatively new concept to the industry that formed as a direct response to the modern demands on candidate experience.

Talent Acquisition Tech Stack

Ever since the Great Resignation of 2021, which resulted in consistently high turnover rates, employers adopted rapid hiring in response. Rapid hiring, in turn, required the adoption of a specialized acquisition tech stack to make this speed possible. And that requires you to know what you’re looking for.

For example, when choosing an ATS, you’ll want to find a platform that accommodates your company size. There are several best-of-breed systems, such as iCIMS, available, but the selection should be based on how many applicants you need to process. It is not uncommon for large enterprises to receive an excess of 100,000 applicants per month. They need an ATS that can handle those numbers.

Then there’s the matter of automation, which is essential in the modern hiring process. Tools such as CRMs can help reduce the number of candidates who ghost your recruiters during the hiring process. That is because these software can provide tools such as daily texts regarding upcoming interviews.

And these are only some of the benefits of building an effective talent acquisition tech stack. Overall, the set of tools you acquire should work together to streamline as much of your recruiting process as possible.

Which is better, phone interviews or video interviews? See how they compare.

Full-Cycle Recruiting

Hiring is a time-consuming process from start to finish. With the job market more competitive than ever, recruiters are burning themselves out, trying to stay ahead. Even with the right tools, recruiting teams will find themselves hard-pressed if they don’t implement the right strategies.

Enter stage, full-cycle recruiting, which is an end-to-end approach to recruiting that covers everything from recognizing the need to fill a position all the way to onboarding a new employee. To this end, taking a full-cycle recruiting strategy means building a holistic view of recruiting. This is typically handled by a recruiter who owns every stage of the recruitment cycle and ultimately creates increased accountability in the hiring process.

Full-cycle recruiting also creates an improved candidate experience. Not only does this make finding better candidates easier, but it also builds your employer brand. What’s more, it speeds up time-to-hire, which in turn improves hiring ROI. According to Zippia, the average  vacancy costs employers $98 per day and a total average cost of $4,129 per position.

Self-Guided Interviews

A powerful tool often paired with other talent acquisition tools is self-guided interviews. While traditional interviews are still as reliable today as they were a decade ago, the self-guided interview allows for more flexible interview times and ultimately outperforms traditional interviews for screening candidates in every way. They provide flexibility that enables recruiters to interview more candidates while still creating a strong candidate experience.
On-demand interviews are a form of asynchronous interviews that begins with the recruiter pre-recording questions for their candidates. The recruiter’s half of the interview is then delivered to potential hundreds of candidates at a time. Candidates can then respond at a time that is convenient for them, allowing recruiters to effectively interview 24/7. As a result, both candidate and the recruiter don’t have the tedium of the initial interview process.

One-way interviews drastically reduce the time it takes to screen a candidate. With Qualifi, recruiters can listen to recorded audio interviews as they perform additional tasks. Through this method, recruiters can screen a candidate in as little as 5 minutes.

This speed allows the best talent to rise to the top and dramatically speeds up the hiring process. This enables recruiters to make job offers faster by reducing time-to-hire. This is essential as 57% of today’s candidates will lose interest if the hiring process takes too long.

Self-guided interviews help recruiters hire faster and reduce the time spent screening without sacrificing the quality of hire. Qualifi’s platform can give you the resources to implement this style of interviewing into your hiring process and streamline your recruiting team’s workflow.

Try Qualifi for free today to see firsthand what self-guided interviews and scheduling automation can do for your team’s hiring process.

Additional Resources