Step #5: Choosing the Right Tools
This is the final step and, arguably, the most difficult decision for TA leaders. If you’re wondering whether your current ATS system offers targeted modules for talent pipelining and engagement, you’re not alone. Most ATS solutions offer excellent features for application management and career site integration.
So, you don’t need to overhaul your entire recruiting tech stack to build an effective talent pipeline.
You can invest in specialized talent engagement or candidate relationship management (CRM) platforms and integrate these with your existing ATS system. That’s the easiest fix. Solutions like Beamery, Symphony Talent, and TalentLyft offer a comprehensive suite of features and capabilities designed to engage with candidates at every step of their journey.
However, we’re also aware that a lot of TA teams might have limited budgets to work with due to the prevailing macroeconomic conditions. If you’re looking to do more with less, our suggestion is to use a combination of ATS, email, and social media tools to improve employer brand visibility. For employer profiles on platforms like Glassdoor, you will need to monitor them regularly yourself.
The two major potential problems with this approach are the lack of automation and managing multiple data streams from disparate systems. Nonetheless, this is also a terrific opportunity to get creative in the way you leverage content and each of these tools.
So, until business recovers, and it will, a bolt-on approach to talent technology can also serve you well.