Introduction  

Recruiting suitable candidates for your organization is a critical task that requires careful consideration and planning. To make the process easier and more efficient, many companies rely on technology solutions like a tech stack to streamline their recruitment life cycle.   

Since November 2021, when about 4 million people quit their jobs, the “great resignation” has been on the minds of many IT firms and the business leaders that run them. As a direct result, hiring bright individuals in the technology field is now a lot more challenging than before.  

Will 2023 be the year that breaks free from this pattern, recruiters all around the world wonder. Rather than waiting for the tide to change, it would be best if you considered stepping up your game by investing in a recruitment tech stack that will turn heads and help you attract the finest talent.  

You can streamline your whole recruitment life cycle, develop a strong brand memory, and get potential applicants excited about cworking for your firm if you use the correct mix of recruiting software. Considering this, let’s look at what tech stacks are and discuss how to select one that meets all your requirements.  

What is a recruitment tech stack?   

The use of tech stacks by companies operating in a wide variety of sectors has seen significant growth in popularity over the past few years. In the context of a recruitment firm, the term “tech stack” refers to a collection of software applications designed to assist in recruiting candidates. These applications may include but are not limited to applicant tracking systems (ATS), client relationship management (CRM), and other similar programs.  

A tech stack enables organizations to considerably increase their operational efficiency, allowing them to expand the size of their businesses. This is made possible by the ability to automate a number of the procedures involved in the recruiting process.  

Organizations must devise strategies to set them apart from the crowd in a market that is becoming increasingly competitive. Investing in technologies now on the cutting edge is a potential answer. By assembling a recruitment tech stack, recruiters can gain an advantage over their competitors by standardizing their day-to-day operations and enhancing the candidate experience.  

A tech stack enables recruiters to significantly increase their operational efficiency, allowing them to expand the size of their businesses. This is made possible by automating various steps in the recruiting process, such as applicant tracking and scheduling interviews. In addition, it paves the way for business analytics and development by enabling the team to monitor their growth and performance.  

How to build the ultimate tech stack for a streamlined recruitment   

Here are some tech solutions to consider when creating your talent acquisition tech stack after we’ve covered some crucial points to keep in mind while assessing software.  

• Applicant Management System (ATS)  

The cornerstone around which you will build your tech stack is an ATS. Your talent acquisition program’s system of records is housed on this platform. You may handle the hiring process for all your requisitions using it as a repository for applicants, and it complies with compliance standards for record keeping.  

You may build branded career webpages and landing pages with some ATS systems so that candidates can learn more about your business, look for job openings, and even apply for positions. To enhance application conversion rates, look for a platform that provides a “fast apply” function that enables prospects to submit applications with just a few clicks, even from mobile devices. The applicant experience can be streamlined, and time-to-fill decreased with the help of AI-powered keyword scanning, approval procedures, candidate and hiring manager notifications, offer letter production, and other automated capabilities that may be available on ATS platforms.  

• AI Sourcing tool  

Using sourcing parameters, you’ve previously provided, such as current or prior job titles, firms, diverse qualities, industry experience, AI-powered sourcing tools assess, sort, and rate talent on the open web. To locate people that meet your employment needs, algorithms comb through resumes, social media profiles, and other data sources. In addition to accelerating your search and decreasing the manual, repetitive work for recruiters, this enhances your pool of potential candidates.  

As AI sourcing looks for what you’ve specified and ignores other criteria like color, gender, or age, it can also decrease bias. Examining the existing employee profiles within a company to identify great fits for the open roles may also be applied to internal candidates.  

AI can enhance the applicant experience if it is properly built. There are, however, some automation-related dos and don’ts. To catch prejudices or bad hiring experiences, proper testing at each stage and human monitoring will go a long way. Then you may halt and adjust your plan.  

• Software for Candidate Relationship Management  

Consider adding a candidate relationship management (CRM) system to your applicant tracking system (ATS) because many experts believe that the CRM may handle 70–80% of the hiring process. With this recruitment marketing platform, recruiters may build talent pools based on skills, interest levels, and geographic locations. You can set your business apart from the competition by nurturing these applicants through automated recruiting emails, SMS messaging, and more with a CRM. You can do this to notify them of the status of their applications or to keep them interested until a suitable position becomes available. For a more engaging experience, communications can be tailored to the candidate.  

A staggering 89% of candidates believe mobile devices are essential for job-search. Meet your candidates where they are, then search for mobile-first solutions to give your employer brand the consumer-like experience it deserves. Custom landing pages, careers sites, and event management tools are other things to consider if you have particular recruiting objectives.  

• Hiring a Chatbot  

To update the candidate experience, consider including a chatbot on your careers website or spending money on an applicant tracking system (ATS) with this feature. Chatbots use natural language processing as a conversational interface to screen candidates, respond to candidate questions, and schedule interviews. Some even let applicants track the progress of their applications. Handling some frequently requested questions from candidates lessens the workload on recruiters and hiring managers and allows them to concentrate on other tasks.