6 best recruitment tools you need (updated for 2022)

Here's our list of only the best and most essential recruiting tools you need to capture and retain the competitive advantage in your hiring.

Recruiters, forgive us for donning our Captain Obvious cape, but (once more with feeling) the job market you’re attempting to pluck talent greatness from right now is a challenging one.
And recently released data from multiple sources (including the U.S. Bureau of Labor Statistics, various job site economists, and others) tells us why:
  • Record-high levels of people leaving their positions have continued. 
  • Employers are also doing a better job of retaining their current workforce.
  • Unemployment claims fell to the lowest they’ve been since the 1950s.
  • The unemployment rate overall is also reaching historic lows.

In another survey by the National Association of Business Economics, almost 50% of respondents said they were experiencing a “shortage of skilled workers.”

Simply put, it’s a “buyer’s market” for job seekers right now. 

Moreover, depending on the roles you’re recruiting for, you may also be facing additional challenges in finding the talent you need. For instance, even though the number of tech jobs available doubled in 2021, the number of candidates applying for those roles decreased by 25%

But all is not lost! 40% of people who have switched jobs are already looking for new positions.

In times like these, recruiters like you need to lean into as many “secret weapons” as possible to hit your talent goals. But since there is such a thing as having too many tools at your fingertips, we’ve created this list of essential recruiting tools (beyond the usual menu of job board websites) to help you capture and retain the competitive advantage in your hiring.

👉 Related: Why you should involve your internal team in hiring (+ how to do it)

1. Recruiting software and technology

The recruiting industry has been sluggish in embracing technology to move the field forward. But there are scores of recruiting SaaS solutions and talent platforms available on the market to make your recruiting strategies more effective and efficient. 

Which one is right for you? Workable? JazzHR? A different platform entirely? That’s a question only you can answer, but we can offer two key considerations you should keep in mind:

  • Be wary of solutions that only offer automation capabilities. Pure recruitment automation platforms come with one significant flaw – they enable organizations to hire badly at scale, with no strategic checks or balances to flag problems in your process.

  • Talent platforms that integrate data-driven approaches, machine learning, and artificial intelligence (e.g., WhoCo and others) can help bridge this gap by helping you scale your talent recruitment efforts and empowering you to make those efforts smarter.

Are you worried about cost? Although technology requires investment, if you make the right choice, you’ll save money in two key ways. 

First, you’ll almost immediately lose count of how many hours your recruiters no longer waste on once-manual tasks. Second, assuming the solution helps you evolve and refine your hiring tactics, you’ll reduce the chances of making a bad hire, which can cost tens of thousands of dollars (at best).

👉 Related: How to interview and evaluate candidates for startup jobs

2. LinkedIn

As recruiters, you know how valuable LinkedIn is as a resource for finding talent. Still, we can’t make a list of powerful recruiting tools for 2022 without at least mentioning it. Along with Indeed, LinkedIn is considered one of the top two resources for job seekers looking to make a move in their careers.

In the tech job market specifically, LinkedIn came in second only to a company’s website as an organic source for candidates:

Image credit: datapeople

Given the ultra-competitive nature of today’s job market, however, it’s more important than ever to embrace recruiting best practices on LinkedIn:

  • You can’t be above poaching talent in this climate, so take the time to research high-growth companies similar to yours when sourcing job candidates.

  • Refine your searching practices with boolean search, which allows you to augment your search terms with clarifying operators such as AND, NOT, OR, quoted searches, and parentheticals.

  • Bench all cookie-cutter InMail strategies in favor of personalized outreach messaging as much as possible.

  • LinkedIn Recruiter accounts are limited in how many InMail messages you can send each month. When low, add high-potential prospects as a connection and include a personalized note in your connection request. Once they accept your invitation, you can drop them a follow-up note thanking them for connecting, sharing more on the opportunity, and requesting a meeting.

Speaking of which … 

👉 Related: How to find a technical recruiter on LinkedIn in 2022

3. One-to-one video solutions

Recruiters, it’s time to take a cue from our friends in sales and marketing and embrace the power of video

More specifically, one-to-one video solutions and browser extensions such as Vidyard, Soapbox by Wistia, and Loom make it easier than ever to make your cold outreach strategies exponentially more effective with video: 

With a single click, you can transform your flat, text-only messages on LinkedIn or elsewhere into a more human and memorable experience.

4. Testing and assessment tools

By a show of virtual hands, how many of you have been burned by candidates who interviewed incredibly well but failed in their roles once they got in the door? We’d wager more than a few of you. 

It’s so important to evaluate the practical skills of your job candidates under conditions that are as close to the real world as possible before you make an offer. 

Solutions like Owiwi, CriteriaCorp, Triplebyte, and many others can help. Another exciting development in this particular space is how some of these solutions providers are working tirelessly to enable companies to eliminate biases in their hiring through technology. For example, offering anonymized assessment results and other features. 

👉 Related: When it comes to technology and data, recruiting as an industry is failing

5. Video conferencing platforms

The pandemic has likely made video conferencing a permanent fixture in our work lives, and the recruiting arena is no exception. Faceless phone screenings, as well as early-round face-to-face interviews, are occurring more regularly over video. 

If you’re a recruiter considering integrating video conferencing into your strategy or you’ve already done so, remember the best video conferencing solutions will offer you the ability to record conversations. (And don’t forget to ask for consent to record; it’s not only a courtesy, but it’s also the law.)

Zoom, for many, is the de facto choice for a video conferencing solution. However, no matter what you use, remember never to assume a candidate’s level of comfort with your technology. Always send joining instructions and tutorials in advance, in addition to your meeting links.

6. Your company website

Finally, we’re ending this list with a classic–your company website. Yes, there are hundreds (if not thousands) of technology bells and whistles you can add to your recruiting stack to make your hiring smarter, including us. 

However, none of them can erase the need for powerful brand positioning and user experience for candidates on your website.

👉 Related: How to write better job descriptions

Optimize your website for those potential job seekers who already know about you and are curious if you’re currently hiring. Make it easy for them to locate your open positions and apply. Also, increase the chances of them doing so by having clear messaging around your company culture, employee benefits, and so on published on your site. 

Also, consider that potential job candidates will likely research your company after seeing a job listing you posted on a different website, or hearing about your organization through their network. So, look at your website and ask yourself, “Are we making a great first impression with those potential candidates?”

If the answer is no, you’ve got work to do.