The power of HR tech and collaboration in the hiring process: Perspectives from HR, IT and finance

5 mins, 21 secs read time

The war for talent is fierce. Every organization wants the creme de la creme of talent to move their business forward. It’s why companies build intentional cultures and thoughtful benefits packages and create people-first organizations that attract top talent.

So, how do you hire the right talent to foster that growth? Strategic, efficient and effective hiring processes that leverage the best of HR tech.

Greenhouse Chief Revenue Officer Samir Joglekar joined Japneet Kaur, Cybersecurity & Risk Management Lead at IBM, Lisa Crawford, Chief Human Resources Officer (CHRO) at Precisely, and Darovena Myrtaj, Senior Procurement Director at Greenhouse, to discuss:

• Why HR, finance and tech teams see hiring as a strategic business priority

• How the right hiring platform can enhance hiring efficiency

• The role strategic hiring plays in business success

Hiring tools and platforms – and what to look for in HR tech

Thanks to artificial intelligence (AI), organizations have automated processes and improved efficiencies. This is especially true for recruiting teams that leverage hiring tech.

Before you research which HR tech or tools will improve hiring efficiency, Japneet recommends figuring out a few things:

• What problem are you trying to solve – does the software provide the features and functionality required?
  

• Who will use the platform – recruiters, hiring managers or future candidates?
  

• What other tools will it need to work with – will it integrate into your existing tech ecosystem?
  

• What outcomes are important – how will you measure success in achieving those outcomes?
  

• How will it work within your organization – will it fit into your workflows and address existing problems?
  

For Darovena, BrightHire – which records interviews – removes ambiguity if you forget something during an interview, while Greenhouse creates a stellar candidate experience through a structured hiring process.

Both Lisa and Darovena use LinkedIn Recruiter to reach a broad audience and limit the use of external recruiting agencies. Every tool they use serves a purpose and addresses a clear problem.

A hiring process that addresses everyone’s needs

While hiring may lie largely within the HR function, savvy teams are collaborating with business leaders across the organization to ensure the hiring process – and HR tech tools – benefit everyone.

Lisa partnered with IT and hiring managers to identify where they could improve processes and efficiency, especially through automation:

• Found HR tech that would automate tedious tasks and allow humans to do more value-added work, like building candidate relationships
  

• Trained hiring managers on how to use the ATS and reporting so they were always in the know
  

• Used hiring manager and candidate satisfaction surveys leadership can view to see if recruiting delivered on their promises to hiring managers

Another consideration? Technology. Japneet recognizes tech’s ability to create a more streamlined hiring process for both recruiters and candidates, but it also brings security challenges.

Employers really must ensure that they’re using technology ethically and transparently – that they’re protecting their candidates’ personal information.- Japneet Kaur, Cybersecurity & Risk Management Lead at IBM

Collaborating with IT can identify those challenges – like data privacy – and help you choose a secure platform and use it in a way that protects candidates and your company.

Pro tip: Don’t get lost in the technology – there’s still a personal and human element that you want your candidates to experience.

How to pick the right hiring platform

Every organization has varied needs – pick a hiring platform that meets yours. Lisa opted for a best-of-breed solution instead of a broad platform for a few reasons:

• She needed an ATS that’d integrate seamlessly with Precisely’s human resources information system (HRIS)
  

• Single sign-on (SSO) to make it easier for everyone to log on when needed
  

• Reporting that got rid of the need for manual data gathering or transfers from the HRIS
  

• The ability to integrate with future tools they may use – especially as AI tools become more available
  

• A user interface that was easy for candidates to navigate and promoted a great candidate experience
  

• Customizations that aligned with existing workflows and approvals

Prepare for the future of hiring

Long gone are the days of HR working in a silo. The future of hiring will require leaders to collaborate to create a hiring process that incorporates everyone’s needs – including the candidate. To address the changing landscape, Lisa suggests:

• Designing an efficient and thorough hiring process with other key stakeholders – IT, finance, other HR teams and hiring managers
  

• Automating low-risk parts of the process, like manually creating reports
  

• Considering the risks of AI, like receiving fraudulent applications with fake credentials
  

• Finding hiring tech that’s scaled for your business

Cybersecurity considerations with hiring tech

Finding the right hiring tech means doing your due diligence – security should be part of that research. Follow Japneet’s advice on how to vet vendors to ensure your data, candidate data and your organization is secure:

• Be proactive. Implement a risk management strategy to reduce potential risk exposure and establish a strong defense against security breaches.
  

• Do vendor assessments. Conduct exhaustive research to uncover third-party vendors’ security policies, security track record, data protection measures and more.
  

• Include security requirements in your contract. Set expectations around security compliance, measures and audits to hold vendors accountable for maintaining a level of security.
  

These assessments help you identify potential security risks associated with vendors so you can make informed decisions about who you work with. But you’ll also want your own incident plans that address what to do when a security event occurs.

Create a better hiring process with HR tech

Manual processes, disparate systems and siloed departments create a disconnected and inefficient hiring process. But when talent is paramount for business growth, collaboration and hiring tech that streamlines the process becomes non-negotiable.

Choose the right hiring platform by collaborating with business leaders, addressing everyone’s needs and properly vetting your vendors.

Want to build a strategic, efficient and effective hiring process with the right hiring software? Watch the on-demand webinar for tips from industry pros on what to consider.

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