Go Back to Basics to Build the Best Recruitment Tech Stack

Find out the basics that everyone should consider when deciding on tech

There’s no question that technology is transforming the way we work but the sheer volume of choice can be distracting and confusing.

When we gathered a room full of Melbourne’s finest HR and recruitment professionals to discuss how we can improve our process efficiency, we knew that technology would be a big factor in the conversation. But rather than focusing on the tech they couldn’t live without, our panelists and attendees kept coming back to a discussion about where you even start when trying to choose the solutions that are best for you.

And there was a general consensus - rather than being drawn to every, shiny new toy, go back to basics to work out what you actually need.

Here we look at what that means to each of our panelists.

1. Do your due diligence

You wouldn’t make a placement or hire a new member of staff without doing your due diligence, so why make a decision on the tech you use to support that process without asking the right questions about it first?

Determining if a piece of technology is right for you, requires you to first understand the issue you’re trying to address and where that technology would slot in to help. Do an audit of your current hiring process, and then dig into the tools you think you might want to invest in.

Will Milnes-James, Talent and Resourcing Manager at Jemena, summarised this beautifully:

“Truly understand what problem you are trying to solve and identify what tech aligns to meet your requirements. Appreciate there is a lot of tech out there, do your due diligence and ask plenty of questions of the vendor and their clients. Finally, question whether tech is the solution.”

2. Find the tech to match your processes

One of the biggest challenges with an investment in technology is ensuring that your team is bought into it and will actually use it. Rather than trying to convincing skeptics post-implementation, be proactive, make sure your colleagues understand why the new tech is an improvement on how things have been done in the past, and the value it will add.

That’s why the temptation to jump in and introduce every cool tool can be massively counter-productive. Bear your team’s interests in mind. It's critical that the tech fits in with your current processes and you are prepared to take the advice your colleagues to adjust your own game plan.

For Edan Haddock, Talent Manager at flybuys, finding the right tech started by holding workshops with key stakeholders, to understand what was really needed. He said:

“We designed our Tech Stack around our ideal “future” process. We knew we wanted to take a values-led approach to Talent Attraction and experience, and selected our Tech Stack from there. Rather than designing processes around technology, we selected technology based on process.”

3. Tackle the small wins first

Investing in tech can also feel daunting if it presents itself as a long-term commitment. While long-term goals should form the overall objectives of your digital transformation, if you’re trying to get buy-in for new technology, identifying the solutions that will slot in easy and help to tackle the needs you have now, is a great way to encourage company-wide confidence in tech investments.

As Simon McSorley, Founder of Crew Talent Advisory advised:

‍"Focus on the tech that fits your immediate needs. You don't need to get to nirvana right away. Building credibility as early as possible with your stakeholders is really important, so get the small wins first. Businesses change and evolve, and your TA needs may well too."

4. Keep all users in mind

It’s no secret that the competition to find and attract great talent is at the highest it’s been for some time. Skills shortages, global mobility, and an increasingly transient workforce are just some of the factors that are putting pressure on talent acquisition professionals to work quickly when they come across a great candidate.

Unfortunately, moving quickly through the recruitment process can often come at the cost of the experience offered to everyone involved. Using the tools that will help to drive an efficient but still robust recruitment process will benefit all users. Start by understanding the experience pain points of your current recruitment process, so you tackle them first.

Our panel moderator in Melbourne, Nadine O’Regan, General Manager at TQSolutions, made this recommendation:

“Consider where tech augmentation can power the experience and solve a specific problem. Know the extent of the pain for all users before designing a fit for purpose tech stack.”

Wherever you are in your recruitment tech journey, these expert tips will help you assess your situation, research the options available and plan your next implementation. You can also download our tech checklist, for seven questions we believe you should be asking every time you explore a new tech investment.

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