The list of vendors in the HR tech space is only growing. At our last count, there were 56 vendors within the Recruiting Automation space alone, specializing in everything from interview scheduling, to chat bots and automated sourcing. With so many options to choose from, the power is now in buyers' hands to build a personalized end-to-end tech stack.
Consider your current recruiting and HR tech stack. Does your suite of tools seamlessly integrate and allow the appropriate data to cross over? Or do redundancies cause confusion or extra work for the candidate or employee?
Too often, conversations about recruiting and HR processes happen in separate rooms. Once a candidate signs an offer letter, the baton is handed to HR and a new set of processes are initiated– often with little information about the candidate experience thus far. We need to stop looking at these stages of the candidate lifecycle as two separate parts!
That’s why, in partnership with Sapling, we’ve put together The Buyer's Guide To Building A Recruiting & HR Tech Stack that serves as a guide to creating a “holistic tech stack” — one that aligns the efforts of recruiting and people operations and creates a seamless journey through the candidate lifecycle to successful employee.
What is the candidate lifecycle?
There are 7 stages of the recruiting and HR lifecycle that candidates progress through: Awareness, Sourcing and Engagement, Application, Interviewing, Onboarding, HRIS, and Performance Reviews. When building your tech stack, you should consider what tools you can leverage at each of these stages. Why? Let's take a look at some of the stages outlined in the Buyer's Guide:
Sourcing - Given the incredibly low unemployment rate of today, companies can no longer rely solely on active candidates to apply to their roles. The most successful organizations employ a passive sourcing strategy to seek out top talent and leverage smart technologies to engage with them at the right time with the right message.
Application - A recent SHRM study found that up to 60 percent of job seekers quit in the middle of filling out online job applications because of their length or complexity. Without the right tools to create a painless application process, you could be cutting your candidate pipeline in half.
HRIS - Your HRIS, or Human Resources Information System, is a comprehensive platform for managing HR processes such as payroll, employee benefits, workforce planning, and talent management. Choosing the right solution for your organization is critical for maintaining the transparency and open communication that employee engagement and retention demands.
How Do I Build Out A Candidate Lifecycle Tech Stack?
The HR tech space is crowded with hundreds of offerings and deciding which ones are right for your company may feel like a leap of faith. However, if you take a step back and evaluate your current recruiting and onboarding process from the perspective of the candidate, it becomes clear where you need the lending hands of technology.
The first step? Checking out The Beginner’s Guide To Building A Recruiting And HR Tech Stack: