What Recruiters Need in a Centralized TA Tech Stack

Pair of hands typing on a keyboard with talent acquisition icons superinposed on top

Recruiters are under extreme pressure to quickly find and hire qualified candidates during a time when there are nearly two jobs available for every job seeker. They need a solution that can manage the complexity of hiring in today’s job market. Companies looking to save time and streamline their hiring efforts in this demanding environment have turned to centralized talent acquisition (TA) technology as the solution.

But consolidating your tech stack should not be an intimidating process. That’s why we’re continuing the content series on Unifying Talent Technology. Our last blog in the series examines recruiters’ preferred tools in TA tech and identifies how to avoid common roadblocks when launching a new platform.

Top Tools for Recruiters In a Centralized Tech Stack

For recruiting teams that adopt an end-to-end talent acquisition suite, moving away from the frustration of disconnected point solutions is a relief. With seamlessly integrated technology, recruiters find that they can leverage data-driven insights to drive greater talent acquisition success, enhance candidate experiences, and even bolster their own experience.

Within a unified talent suite, recruiters can leverage connected tools that span the entire hiring lifecycle to help them better perform their jobs. Understanding how and when recruiters leverage each of these solutions is key, so it’s important to involve them in the process of evaluating talent suite providers.

With seamlessly integrated technology, recruiters can leverage data-driven insights to drive greater talent acquisition success, enhance candidate experiences, and even bolster their own experience. Click To Tweet

Aptitude Research indicates that recruiters named these tools as ones that added the most value to their role. Let’s take a look at some of their top picks here:


Recruiters spend many hours per week searching for qualified candidates that fit an open role. Automated sourcing helps them find a better quality of candidate in less time, improving key recruiting metrics, while saving time and effort.

AI Matching

Companies have seen that AI matching candidates helps eliminate some administrative burden on recruiters, while also reducing bias in the hiring process. This software helps find candidates that are best suited for a role based on required skills, experience, certifications, or other key characteristics.


Video interviewing software includes automated scheduling, asynchronous video, and intelligent messaging tools. Digital interviewing tools have helped recruiters improve the candidate experience in today’s remote workplace by improving communication and shortening the interview process.

Avoid Common Roadblocks in Unifying Your TA Technology

When talent teams make the decision to move to a new centralized talent acquisition suite, they can optimize their adoption and avoid these common roadblocks by ensuring they have a sound user adoption strategy.

Roadblock: Ensuring that company leadership understands the roles of the TA team

58% of recruiters believe that leadership doesn’t understand their role in the organization, according to Aptitude Research. This seriously affects the expectations placed on talent teams for hiring results and candidate quality. It can also get in the way of talent teams moving forward with software when there is a lack of buy-in from executive leadership about adopting new technology.

Take the time to meet with organizational leadership to give them an overview of all the roles on the TA team and their performance metrics. Use data to paint a picture of how automation and AI could save the team time and improve hiring outcomes.

Roadblock: Lack of system integration

During hiring surges of the last two years, many talent teams adopted multiple frustrating point solutions to try and quickly solve recruiting challenges. These systems often operate on their own and wastes valuable time with multiple logins, checking multiple platforms, and even the chance for downtime on multiple systems at once.

Evaluate providers thoroughly and pay attention to how their platform can integrate with other systems that your talent team uses. Ask questions about the support offered and have a list of the existing tools and software that will need to be integrated. The goal is a seamlessly integrated platform that reduces pain points — not causes more.

Make the Move to Centralize Your TA Technology

Ready to dive into a new, centralized talent suite? Or at least see what one looks like? Check out our new product tour. Or if you’re ready to learn more, view the Ultimate How-To Guide for Centralizing Your Talent Acquisition Technology. Find out everything you need to get started.

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