The options for your tech stack for talent recruiting can be confusing:
For TA teams, there are application tracking systems and candidate relationship management (CRM) tools in recruiting software, such as talent acquisition suites.
Then there are hiring tools that recruiters and other hiring stakeholders can utilize to facilitate better sourcing, nurturing, interviewing, and hiring decisions. These tools can sync with ATS + CRM solutions and increase their effectiveness.
The distinction is minor. But the point is that everyone on your team can rapidly and effectively examine various aspects of your recruiting using your primary recruiting software, which is (hopefully) a single source of truth for all TA operations (e.g., the status of potential candidates).
Your recruiting tools, such as those that enable video interviews, procure employee recommendations, and assist human resources in starting the onboarding process, are designed to supplement your core recruiting solution and make sure your staff is as productive as possible.
Effective recruiting tools teams tasked with recruiting talent should think about expanding their tech stacks:
1) Datapeople
What comes first in filling job openings? Writing engaging impact descriptions is a task that Datapeople assists SST clients with. Datapeople allows several stakeholders to develop, review, and amend descriptions, which can then be sent to SST with just one click using the one-click sync feature.
2) Starred
At each level of the hiring process, Starred’s candidate experience platform enables recruiting teams to send NPS surveys to rejected, withdrawn, and recruited prospects.
Feedback is converted into useful insights and connected to each hiring manager, recruiter, and other individuals. Recruitment teams can easily evaluate, analyze, and enhance their applicant experience thanks to the no-code integration with SST.
3) Codility
Employing teams can establish whether candidates have the necessary capabilities for a position by using role-based evaluation methods. Employing managers can analyze and compare candidates’ technical skills by sending them standardized engineering-focused assessments using Codility.
4) Hired Evaluations
Similar software is available from Hired, and it works well with SST. It enables hiring teams to direct prospects from our TA suite with programming “challenges.” These assessments lessen hiring prejudice by assisting companies in determining a candidate’s suitability for technical employment.
5) Criteria
The two-prior assessment-focused hiring tools are industry-specific. A more thorough evaluation tool is criteria. It enables hiring managers to evaluate candidates’ personalities, suitability for particular jobs, and overall interpersonal skills using “objective, multidimensional data.” Based on stage triggers in the hiring process, assessments might be delivered to prospects.
6) Bryq
Candidates can be sent Bryq cognitive skill and calibration evaluations, but the technology provides much more than just tests. Additionally, it aids joint clients of SST to reduce hiring bias, encouraging talent mobility inside the organization, creating strong corporate cultures, and reducing recruiting gamble (i.e., extending offers to poor-fit prospects).
7) Spark Hire
The pandemic caused live video interviewing to soar in popularity. However, talent teams also used alternative video interview techniques. One strategy is to use recorded videos housed in Spark Hire to have applicants respond to interview questions given by hiring teams.
These “one-way” video interview requests can be initiated by SST clients during screening or whenever prospects reach a specific recruitment funnel step.
8) Bright Hire
It’s one thing to do effective video interviews. However, recruiting teams must record and review these interviews to make sure they completely comprehend the prospects’ responses and overall observations. Bright Hire can be useful here.
To assist recruiters and hiring managers in making better-recruiting decisions, the AI capability of the recruitment tool automatically creates annotated highlights from each interview.
9) Grayscale
According to our 2022 Talent Benchmarks Report, SST clients are improving their email-based applicant nurturing. However, many users of SST-TRM also combine Grayscale with SST’s natural nurture features to create combined email-text nurture programs.
We can watch the overall involvement of qualified prospects throughout the recruiting process and convert them at a high rate by sharing the data from this integrated nurture strategy with Grayscale’s automated text communications app.
10) Compa
A crucial HR duty is Compa compensation analysis. To deliver tempting offers to candidates that fit within their pre-set wage bands, nevertheless, hiring managers and recruiters must have comp information at the ready. This will help them do so quickly and effectively.
With the use of Compa’s predictive comp analysis features, hiring teams may choose which offers to make to top applicants in order to quickly persuade them to join their organizations.
11) HireEZ
Top-tier active applicants are attracted to opportunities by talent teams with the aid of inbound recruitment marketing. However, it’s still important to use outbound recruitment marketing to find the best passive candidates for open positions. HireEZ can help us with this.
The application assists recruiters in connecting with qualified candidates and increasing user engagement in outbound marketing and adverts.
12) Fetcher
Stakeholders in hiring will always be involved in hiring decisions. AI won’t decide which prospects to interact with and walk forward with either.
But hiring technologies like Fetcher make sure that only top-tier candidates are contacted for open positions. How? By being aware of the preferences of potential employees, organizations may better sort through and choose the most suitable candidates to contact and enhance the hiring process.
13) ContactOut
It used to be a laborious effort for recruiters to search the web for a candidate’s contact information. not anymore. More than 1.2 billion people, or more than 1.2 billion potential job prospects, have phone numbers and emails in ContactOut’s database.
By directly integrating these contact details within SST-TRM in a data-compliant manner, of course, an SST-ContactOut convergence enables our customers to strengthen their candidate profiles.
14) Phenom
Success in recruiting and hiring depends on having direct connectivity to important HR systems. Talent teams may have a panoramic perspective of all applicant and employee data through the Phenom partner interface with SST, which benefits both HR and TA in their respective duties.
Talent acquisition professionals can use the recruitment tool’s comprehensive information regarding candidate impressions and funnel journeys to maximize their daily efforts.
15) JOIN.
Recruiters may easily post, modify, and archive job ads with the use of SST’s JOIN connection. Additionally, all adverts and listings made in JOIN can be immediately posted to more than 100 free job listings and other job-hunting websites.
New applicants brought on by these promotions can be forwarded to SST, wherein our clients’ different CRM strategies can do their magic and bring on the best personnel.
