Key trends in Recruiting Technology Evaluation

CareerXroads and Aptitude Research have been watching talent acquisition technology trends for years. Recently, we have noticed a distinct shift in the way recruiting technology is evaluated. This evolution inspired us to collaborate and dig deeper into recruiting tech stacks and the experiences of talent acquisition leaders.

Whether at countless industry events, through research and collaboration projects, global delegations, or the dozens of CXR communities that we lead, we’ve connected directly with hundreds of talent acquisition and talent management leaders from around the world. Time and again the discussion turns to technology and there’s no doubt about it, the way that leaders are assessing, selecting, and implementing various technologies is evolving in challenging and interesting ways.

Complex business needs combining with imminent automation approaches and more tech options than ever, drive heads of talent in various directions. All too often that direction is the construction of a tech stack that resembles something more along the lines of a precarious Jenga stack – looking like it could tumble at any moment but still getting the job done. Today’s recruiting technology needs to do more than keep organizations compliant and provide a workflow for moving candidates through the process. Technology needs to empower talent acquisition leaders with the tools they need to solve business challenges. As a result, the modern talent acquisition landscape is shifting from a transactional model to a more sophisticated suite of solutions.

The importance of partnering with a vendor

Evaluating talent acquisition technology is no longer just about price and capabilities. Leading companies are investing in partners instead of providers. Partnering with a vendor helps companies stay ahead of the change curve and can often provide a more customized solution. The quality of the team within a vendor or agency that is working on your project is equally, if not more, important than the technology itself. When evaluating providers, companies should think about three major elements: company background, product background, and key differentiators – including customer service.

Learn more about key trends in recruiting technology and how leaders are evaluation solutions

CXR and Aptitude Research pulled together these trends, conversations with talent acquisition leaders and research into recruiting technology decisions to develop a new report: Key Trends in Talent Acquisition. The goal of this report is to determine how leading companies are evaluating their technology providers while also providing clarity around these four key tech trends:  

  • Recruitment Automation
  • Candidate Communication and Scheduling
  • Recruitment Marketing
  • Assessments

It’s an interesting shift to watch and we anticipate this report is likely just the sign of things to come. 

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Chris Hoyt

Chris Hoyt

A veteran of recruiting and HR, Hoyt is a sought-after speaker with presentations including national conferences with SHRM, LinkedIn, HR Technology and others in the USA as well as iRecruit, Australasian Talent Conference and more abroad. Chris has been promoting and leading full scale and enterprise-wide integrations of social media and mobile marketing within workforce strategies for his entire career. His expertise and passion for interactive/social recruiting, candidate experience, and both national and international recruiting strategies are all areas that Hoyt now leverages as co-owner and President at CareerXroads, a Recruiting/Staffing consulting and think tank organization that works with corporate leaders from around the world to break out of traditional recruitment practices and push the envelope in an effort to win the ongoing war for top talent.
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