When asked about their challenges, talent acquisition and HR professionals pointed out that their tech stacks don’t “play well” together. In other words, their platforms aren’t seamlessly integrated, leading to disconnects, a lack of visibility, workarounds, and time-consuming manual processes that don’t make the most of their time — or relationship-building skills.
It can’t be overstated what a powerful thing integrated tech is for these teams — or how much time and effort integration saves. With a single platform doing the sourcing, attraction, marketing, programmatic advertising, creative services and vetting phases, hiring can be consolidated into a more efficient, ever-improving talent pipeline.
The importance of fully integrative talent acquisition technology
Data from the Talent Board does not lie. According to its recent survey report, when participants improved the integration of their recruiting technologies:
- 50% said it improved their organization’s candidate experience
- 45% said it enhanced the recruiter experience
- 44% said it eliminated manual tasks from recruitment processes
- 18% said it increased the value of their current systems
Ultimately, it’s less a matter of whether or not the investment makes sense. It’s about taking the plunge and knowing you’re working with TA experts who have your back.
SmashFlyX is the only platform that executes every recruitment marketing campaign in one place —from text and email to automated drip, job and video advertising, and social media. The combination empowers teams to look at their entire scope of data in one place.
Integrations lend clarity
It’s tough to consolidate the KPI analysis when getting metrics from different platforms and job board partners. You may be thinking, “But information is information, right?” Not exactly. Disparate systems all have their way of sharing data. It simply isn’t apples to apples.
Without your platforms in lockstep, you’ll have to consider what job boards drive the most applications and which social platforms influence your top talent. Then, you’ll need to tweak things manually, whether adjusting your high-level strategy or campaigns to course-correct.
By contrast, when a tech stack works in harmony, it paints a much clearer — never mind helpful — picture of hiring processes, candidate engagement, budgets and more. It can also automate involved processes, making updates on your behalf.
Why an ATS-CRM integration matters
When your ATS with ATS-CRM integration works seamlessly, recruiters can source search, pipeline, folder and campaign materials from a single source. This tech stack provides an accurate view of analytics across the application flow. In contrast, ensuring compliance and informing business decisions based on data tell an insightful story.
Integration also improves the experience for candidates, eliminating the need to send candidates away from the ATS to apply and letting them view where they are in the application process at any time.
You can increase candidate engagement and drive business success by ensuring your recruitment tech works more intelligently and productively.
Driving talent technology adoption
Nowadays, it’s harder than ever to attract, retain the attention of and hire talent. Your recruitment marketing tech is only as good as you use it — no matter your tech stack. That’s why you can’t ignore the importance of adoption.
Unfortunately, 82% of organizations face adoption challenges.
When adopting new technology, you need to generate awareness — not just of the technology but also of the business case for why and how it’ll impact everyday talent acquisition efforts and results. It starts with a campaign that explains the challenge you’re trying to solve and conveys why doing so is integral to your organization. That campaign has another lofty goal: To create excitement around adopting new tools.
While you’re at it, creating goals is essential, so there’s something to strive toward. To motivate users, break down the features and benefits of the tech stack, clearly explaining how its benefits will trickle down to recruiters and talent marketers. Let them know, in no uncertain terms, what’s in it for them.
Additionally, you need to educate, empower and enable end-users to employ the tool. Do so in a phased approach to simplify learning and prevent wandering minds.
While doing so helps to have a seamless look and feel that creates a smooth user experience with continuity and a clean UX.
(Learn more about recruitment marketing technology adoption here.)