Jay Curry, president and founder of TalentRobot, is an experienced recruiting and HR leader who has spent a lot of time in house. Recently, he launched his own business, which has given him the chance to glimpse the inside workings of many different organizations.
Curry’s experience with a wide range of companies gives him unique insight into HR tech. That’s why I recently caught up with him to ask about his favorite tools he uses on a day to day basis.
Some of Curry’s recs are commonly known big names, but others are exciting up-and-comers. Curry also told me why he doesn’t use LinkedIn Recruiter anymore and shared his evaluation criteria for applicant tracking systems (ATSs).
In no particular order, here are the tools Curry highlighted in our conversation:
If there’s no outlet for employee feedback, your employees are forced to go on Glassdoor to be heard, Curry says. Of course, that makes their feedback public — which may not be to your business’s benefit.
Reflektive gives employees another way to offer feedback — and do it anonymously. Curry says it is very easy to use, and it plugs right into Outlook or Gmail for smoother implementation.
This is Curry’s top human resources information system (HRIS) recommendation. He especially appreciates Namely’s willingness to integrate with other systems, its great user experience, and its self-service aspect that grants employees the autonomy to change their benefits or get questions answered on their own.
If you really want to spike referrals but your ATS doesn’t have a good referral module, you should check out ROIKOI, according to Curry. This tech tool automatically sources top candidates from your employees’ connections.
If you want to hire people from a given company, Refinition allows you to geofence buildings and target people in that company with ads. It’s a bit sneaky, but it works.
Hiretual uses machine learning to grab data about job seekers from across the internet. You can then use this data to create targeted campaigns and engage candidates.
Curry has found that Gen. Z-ers are much less likely to respond to recruiting emails. His solution has been to embed video job descriptions in his emails, which has driven much higher response rates.
HoneIt allows candidates to book phone screens, and then it records and analyzes these calls. You can share the audio with hiring managers and/or clients so they can listen in for themselves. HoneIt also creates searchable transcripts of calls, making it easier to go back and resurface candidates and conversations as needed.
9-12: Curry’s Favorite ATSs
Curry judges all ATSs by three criteria:
- Is it lightweight for hiring managers?
- Is it easy to navigate for recruiters?
- Does it offer good reporting on the back end?
Here are Curry’s favorite ATSs, according to those criteria:
- iCIMS: iCIMS is great at implementation and will hold your hand throughout the process. The company also has a rich API and partner network.
- Greenhouse: While Greenhouse has a great referral system and open API, the company’s team doesn’t hold your hand as much during implementation.
- Jobvite: Jobvite isn’t as user friendly as the top systems in Curry’s opinion, but it has great reporting on the back end.
- Newton: Newton is willing to do basically anything to win your business, and it has a very scrappy team to accomplish that.
What Doesn’t Curry Use?
LinkedIn. Instead, Curry and his team get in touch with candidates through emails and ads. He says this saves the company $30,000 a year on LinkedIn Recruiter licenses.
There you have it: a quick rundown of one talent acquisition leader’s favorite HR tech solutions. Hopefully you were able to glean some new insights and put one or two new solutions on your radar!
A version of this article originally appeared on the SelectSoftware blog.
Phil Strazzulla is the founder of SelectSoftware.