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Hiring Friction Component

Technology Enablement

Technology enablement is about ensuring that your recruitment technology supports your hiring processes.

Instead of relying on manual processes (which are time-consuming and susceptible to human error), technology can help you ensure compliance and fairness. This is especially important given new privacy laws, such as GDPR, that regulate how candidate data is collected and stored.

There’s no single tech stack that will work for every single recruiting team, but most companies will, at the very least, choose a modern applicant tracking system (ATS) with an API that integrates with other ecosystem tools. Companies that frequently engage passive candidates, or pipeline for future roles will often benefit from a Candidate Relationship Management (CRM) tool, which enables a company to develop and maintain a relationship with potential candidates even if there is no active application. Some ATS systems have begun to offer CRM functionality, so you may not even need two separate tools to satisfy both needs.

When technology enablement is low friction, teams have a complete portfolio of technology covering all critical areas of the recruitment process that’s fully adopted by recruiters and the business. Plus, they continuously evaluate and refresh the technology as necessary. And when technology enablement is high friction, teams rely heavily on spreadsheets and have only fragmented technology supporting their recruitment. There’s low adoption of any technology that is deployed and no integration between systems, which leads to manual input and subsequent errors.

Having the right technology makes hiring more efficient and ensures data integrity.

Technology enablement is about ensuring that your recruitment technology supports your hiring processes.

Having the right technology makes hiring more efficient and ensures data integrity. Instead of relying on manual processes (which are time-consuming and susceptible to human error), technology can help you ensure compliance and fairness. This is especially important given new privacy laws, such as GDPR, that regulate how candidate data is collected and stored.

There’s no single tech stack that will work for every single recruiting team, but most companies will, at the very least, choose a modern applicant tracking system (ATS) with an API that integrates with other ecosystem tools. Companies that frequently engage passive candidates, or pipeline for future roles will often benefit from a Candidate Relationship Management (CRM) tool, which enables a company to develop and maintain a relationship with potential candidates even if there is no active application. Some ATS systems have begun to offer CRM functionality, so you may not even need two separate tools to satisfy both needs.

When technology enablement is low friction, teams have a complete portfolio of technology covering all critical areas of the recruitment process that’s fully adopted by recruiters and the business. Plus, they continuously evaluate and refresh the technology as necessary. And when technology enablement is high friction, teams rely heavily on spreadsheets and have only fragmented technology supporting their recruitment. There’s low adoption of any technology that is deployed and no integration between systems, which leads to manual input and subsequent errors.

Talent Acquisition Diagnostic assessment

Take the Hiring Friction assessment to benchmark the performance of your recruitment function using the components of the Hiring Friction Maturity Matrix.

Previous Hiring Friction Component

Are screening, assessment and selection practices aligned with hiring requirements?

Next Hiring Friction Component

Is hiring data accessible when required and accurate?

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