4 Recruiting Technologies Everyone Should Have on Their Wish List

What’s on your recruiting technology wish list this year?

Tis the season of giving, and not only is it the perfect time to ask for that new sweater you’ve been yearning for, but it’s the perfect time to ask your boss for a new toy as well. 2017 planning is afoot, including decisions around budget and new investments, so don’t miss the opportunity to make the case for a tool that can give you a competitive advantage in your job.

To find out what tools recruiters should consider adding to their holiday wish lists, we spoke with the Executive Director of Talent Tech Labs (and walking almanac of HR tech knowledge), Jonathan Kestenbaum. You’ll be hard-pressed to find an HR tech tool that Jonathan hasn’t personally demo’d – and luckily for us, he’s noted the good, the bad, and the ugly along the way.

We asked Jonathan about the up-and-coming tools that every early adopter should have their eye on, and here’s what he had to say.

Social sourcing tools

Social sourcing tools have cropped up over the past few years to help companies solve the hard problem of identifying potential candidates and getting those candidates into their pipelines. Starting to use them now won’t exactly make you an early adopter, but embracing one or two will at least put you on the bell curve.

Employers have widely adopted these tools because they’ve realized that waiting for candidates to come to them is limiting and won’t consistently get them the best talent. Instead, they’re taking the quality of their pipelines into their own hands with tools like LinkedIn Recruiter, Entelo and HiringSolved.

Those are just a few of the social sourcing tools out there. Lever integrates with many sourcing and referral tools to help companies import candidates into their applicant tracking system seamlessly. See every tool we integrate with, here.

Engagement tools

Q: Once you’ve done the hard work of finding candidates, how do you get them to talk to you?

A: Engagement tools.

Recruiters have to go through the same motions to engage candidates as salespeople and marketers do to engage leads. The difference is, salespeople and marketers have long had tools to help them manage their workload and make sure nothing slips through the cracks (like Yesware or Toutapp for sales, and MailChimp or Autopilot for marketing), while recruiters have been left solutionless. A handful of companies, including Lever, are working to change that.

Jonathan recommends companies like Smashfly and Clinch as solutions for teams looking to launch complex recruitment marketing campaigns, with features like social ad management and specialized landing pages. He suggests Lever Nurture (the sourcing automation tool built straight into Lever’s applicant tracking system) to minimize the copious manual work involved in effective sourcing. The result?  Recruiters have more time to focus on personalizing conversations and building meaningful relationships with top candidates.

Learn more about how Lever Nurture can help you engage with the right talent, at scale, here.

Selection tools

If 2016 was about engagement tools making a big splash in the market, the 2017 buzz is all about selection tools – tools that can assess for things like a candidate’s skills and for their psychometrics (how will someone will fit with your company culture). Simulation evaluations can even test for things like capacity for risk, empathy, and much more.

These tools won’t replace the human to human aspects of hiring, says Jonathan, but they can help extract information in ways where traditional methods (like resumes, phone screens, and interviews) fall short.

A few of the selection tools Jonathan suggests are HackerRank for skills-based assessments, Mercer Match and Arctic Shores on the psychometrics front, and Interviewed and GapJumpers for the leap to simulation-based evaluations.

Applicant tracking systems ***that have an API***

Applicant tracking systems themselves aren’t new – they’ve been around for decades – but their ability to seamlessly integrate with other recruiting technologies via APIs is. APIs specify how software interacts. They’re the means by which sourcing and selection tools send candidate information straight into an ATS, or from an ATS into an HRIS (human resources information system) once a candidate is hired. Essentially, they give you the freedom to select the HR tech tools you want (instead of forcing you into an isolated suite) with the confidence that they’ll all play well together.

When companies are looking to buy their first applicant tracking system, or switch to a new one, Jonathan recommends making sure the ATS leverages API technology. As he puts it, “No single company is going to out innovate on every front, so recruiters should make sure their core ATS can plug into other systems.”


Maybe if you ask nicely enough, you’ll get more than one tool on this list. To learn more about bleeding edge HR technologies, follow the Talent Tech Labs blog.