Recruitment technology is on the rise, no one recruiter can do without nowadays. These are the tools you should know of.
Recruitment technology is promising and some of the tools have already been proven useful.
But many recruitment technology initiatives also fail, even from the big guys like Google. Hire by Google should have been a full fletch ATS and sourcing tool but was sunset in 2020 due to lack of differentiating potential in the market.
So what technology is left going into 2022 and how can you use it?
We have categorized the best software tools by stages in the recruitment cycle:
Good to mention is that some of the tools have functions across several stages in the recruitment cycle.
Here’s our extensive overview of the most popular software tools for sourcers and recruiters:
Sourcing software helps to find, attract and engage candidates. The goal of sourcing software is to find candidates who qualify for a certain set of job criteria and to spark initial interest in the company and job.
Talent search software is made for finding the best matching candidates for a particular job and company. Most talent searching software finds candidates across a variety of sources.
These are some of the most popular talent searching software tools:
Talent attracting tools are used to distribute job posts and get candidates to apply for those jobs. Within the talent attraction domain, there are job boards where jobs can be posted directly on and there are job advertising platforms that distribute job posts on a variety of job boards.
These are some of the most popular job boards:
These are some of the most popular job advertising platforms:
Outreach software is used to email, message or otherwise engage candidates. Most outreach tools are used to send, track and optimize the initial outreach message to talent by using standard messaging workflows and automation.
These are some of the most popular candidate outreach automation platforms:
Interviewing software facilitates the process of inviting candidates to interviews, interviewing them in a structured way and following up with the candidates. The goal of interviewing software is mostly to make the interview more efficient by automating repeatable processes and to make decision making more effective by for example reducing bias in the interview process.
Scheduling tools are used to (semi)automatically arrange the best time for an interview. Most scheduling software also automatically includes the meeting details in case of video interviews so the participants only have to click a button to join the meeting.
These are some of the most popular candidate scheduling tools:
Interviewing software that’s used during the actual conversation enables an efficient and sometimes entirely automated process. Some interview tooling is only supportive to conversations and aids in (structured) information collection. Other interviewing software is used as a replacement for recruiters, these are usually fully automatic interviewing bots that interview the candidate without human interference.
These are some of the most popular video interviewing and automation software tools:
Software for following up candidates is used to follow up with candidates in a personalized way at scale. Follow up tools are used for (mass) rejections and communicating next steps for candidates in the application process.
These are some of the most popular follow up software tools:
Selection software is used to help make the right decision on which candidate to hire for a position. Selection tooling helps assess candidates, support the decision making process and communicate the assessment results to candidates.
Assessment software is used to test skills and general knowledge and to assess personality and situational behaviour of candidates. Some assessment software is focussed on a specific group of talent like engineers. Other assessment tools are more generic in the skills, knowledge and personal traits they test.
These are some of the most popular assessment software tools:
Software that facilitates the decision making process helps by collecting, structuring and analysing information that is gathered throughout the complete recruitment cycle. Most software tools also help to reduce (unconscious) bias during the process.
These are some of the most popular hiring decision making tools:
Communicated to all the candidates in the process. Also when the decision is not to proceed with a candidate this should be clearly communicated. Providing feedback is an essential part of communicating your decision, especially when candidates invest a lot of time in the recruitment process.
These are some of the most popular decision communication tools:
Software for hiring is used to turn the selected candidate into an employee. The most important parts of the hiring stage is making the candidate an offer, negotiating that offer and having both parties sign the contract.
Tools for offering are used to set up attractive employment terms. Offer software can include modules for salary, benefits, work location, general employment terms and in some cases company equity and incentive schemes.
These are some of the most popular offering software tools:
Tools that support negotiating are used to get the right factual information that serves as input for the negotiation, usually this is focussed on salary and monetary benefits.
These are some of the most popular tools used in negotiation:
Signature software is used to enable a digital and automated process for signing contracts and additional terms. Especially remote companies use signature tooling to make things official without having to meet in person for the signature.
These are some of the most popular digital signing tools:
An Applicant Tracking System (ATS) is a candidate management system that records all the touchpoints with candidates over time and documents any information that’s valuable for decision making.
Some of the most popular ATS’s are:
Using LinkedIn group messages you can send unlimited and free messages to candidates on LinkedIn.
Every business in the EU has to comply with the GDPR, that also applies to recruiters and noncompliance can cost a business as much as 4% of annual revenue.