How Technology Can Enhance the Recruiter Experience

In today’s talent landscape, the employee experience is a driving force in attracting candidates. But the employee experience has its limitations for HR and Talent Acquisition professionals. If HR and TA professionals are often tasked with driving a positive workplace environment for employees, who is ensuring that HR and TA professionals have an equally positive experience?

In Episode 4 Season 2 of our HR at the Table webinar series, we hosted Madeline Laurano, Founder of Aptitude Research, to discuss State of Talent Acquisition Tech: 2022 Trends. In our chat, Madeline emphasized the recruiter's experience and technology’s role in its improvement. With her help, we’re detailing how implementing HR technology can enhance the recruiter experience with insight from Madeline’s TA Technology Buyer’s Guide: 2022.

The Recruiter Experience & Technology

The term “recruiter experience” comes from the high turnover rate currently being experienced by those in TA roles. Madeline expressed how many TA professionals feel burnt out. Today’s competitive talent market has increased the difficulty in acquiring new hires, making the TA profession more taxing than ever before. The increased workload has dampened the recruiter’s employee experience, proving too much for many professionals who have decided to switch careers.

With so much on a TA professional’s plate, employers need to recognize ways they can support those in these roles. Utilizing technology providers to recruit new hires can streamline the hiring and talent management process. Creating a TA tech stack is a great way to support your recruitment of employees. TA tech stacks include providers and tech platforms such as CRM, ATS, onboarding, and data management that can automate and alleviate some responsibilities for TA professionals. 

In fact, Madeline stated that one in two TA professionals will leave a position for a similar position at a company with more robust TA technology. When TA professionals feel like they have the resources to recruit top talent, they’re less likely to experience burnout. In turn, the recruiter experience is enhanced. 

Understanding Your Tech Needs

While everyone will have a hand in determining which provider is right for your company, it’s the TA professional’s needs that should be the most important factor. Ask your team to assess their current workload. Madeline suggested that where the majority of a TA professional’s time is spent is where they could be most supported. Different providers can reduce workload in ways like automating scheduling interviews or setting up onboarding initiatives. All in all, the technology should work for the professionals and lighten their workload.

Madeline emphasized that incorporating TA technology has an ROI, but it won’t be an instant improvement. Working with a tech provider takes time to implement and streamline. If you can take note of positive changes employees experience when using the technology and note the reduced time spent on those initiatives, you’ll develop the case for how investing in technology has positively impacted the HR and TA process.

In order to calculate ROI, have TA professionals take note of their workload such as:

• How much time they devote to onboarding
• What parts of the candidate pipeline require the most work
• What tasks they struggle with the most

With this information ahead of implementation, you’ll be able to determine what about and how your recruitment process has changed.

Determining Best Fit Providers

Once you decide to pursue HR tech providers, you need to take a look inward. Consider what business needs you’d like a provider to solve and what you’d like them to offer. Madeline detailed a list of what you should assess when determining if a provider is the right fit for your business. She said to consider these elements of a tech provider:

• Company culture - If a provider has a similar culture to your own, it’s a good indicator that the partnership is a quality fit.
• Product capabilities - Ask the hard questions on how their products can specifically solve your problems and how they differ from the competition.
• Future roadmap - A company should have a set roadmap for what they want to accomplish in the next 6 months to a year and the steps they need to take to get there. 

Good providers can give specific answers to these topics. If a provider’s answers don’t align with your needs, it’s best to move on. Finding the right fit takes time. If you’re looking for a one-stop-shop showcasing great HR and TA tech providers, consider visiting our partner marketplace. There, you’ll find a list of our preferred partners, how they can help your business, and how we integrate with them to streamline your hiring process. 

In Conclusion

For more wisdom from Madeline Laurano, check out Season 2 Episode 4 of our HR at the Table webinar series. Stay tuned for our next episode featuring Teri Hassell, the Chief Human Resources Officer at Sysco, in a chat on women in the workplace.