HR digital transformation helps your organization achieve greater automation and a better experience for candidates and employees. However, the platforms you use may not deliver on their promises if they don’t increase efficiency and improve processes in hiring and talent management.

Given the rapid pace of change, digital transformation is a requirement for just about every organization today. Ninety-two percent of organizations are currently undertaking digital transformation initiatives or plan to in the next year, according to a MuleSoft study. Most HR teams also see the urgency of digital transformation. An EY survey found up to 70 percent of HR leaders feel an increased need to up their game in applying HR technology to their roles. 

Because the employee journey begins with your recruiting activities, the hiring process is a good place to start when exploring your options for HR digital transformation. To get the most value from digital technology, you will need to carefully consider your options and select software solutions to advance the overall effectiveness of your HR programs and services.

The Benefits of Digital Transformation in Talent Acquisition

In talent acquisition, there are many opportunities to improve recruitment and hiring operations with technology. Digital transformation supports greater automation of recruiting workflows, and it also helps you deliver more accessible self-service features to candidates. Bullhorn research revealed that while recruitment professionals see digital transformation as their number one operational challenge in 2020, 83 percent believe it will help their business and recruitment activities.

Your talent acquisition tech stack should include tools designed to support a more efficient hiring process. The platforms you select can positively impact the hiring process in the following ways:

  • Less paper: Applicant management software helps you move away from paper resumes and notes to an online platform.
  • More productive candidate evaluation: Cloud-based and mobile screening tools target candidates with desired skills and experience, helping to improve overall recruitment productivity.
  • Improved communication: Technology streamlines the flow of candidate data between recruiters, hiring managers, and your background screening partner.
  • Better candidate experiences: A range of tools increase the flow of feedback and other information to candidates, keeping them engaged throughout the hiring process.

Types of Talent Acquisition Technology

An HR platform perfect for one organization may not be a good fit for yours. Moreover, there can be dozens of software options in just one area of talent acquisition, making it difficult to choose the most logical solutions for your organization. 

By categorizing HR technology into groups, you’re less likely to overlook key processes within your talent acquisition program. You can assess solutions in candidate sourcing, assessment, and selection by arranging talent acquisition technology into the following categories:

  • Candidate tracking: The applicant tracking system (ATS) organizes candidate flow and screens candidates based on search parameters.
  • Chatbot: An AI-enabled interface answers candidate questions directly from your careers page, and it schedules candidate interviews.
  • Background screening: Screening technology integrates with the ATS to deliver seamless background check ordering and tracking.
  • Mobile recruiting: Mobile tools, including text, video, and social media, help you attract and engage candidates.
  • Video interviewing: Pre-recorded video sessions allow you to interview more candidates at one time.


[INFOGRAPHIC] Key factors to consider when comparing background screening  service providers »

What’s Missing from Your Tech Stack?

Digital tools can work well together and streamline the hiring process, a necessity for a successful talent acquisition function. If your talent acquisition tech stack doesn’t deliver in each of the five following areas, your organization and candidates may be missing out. 


Any recruitment technology solution you use must allow you to source, screen, and select hires with ease, saving you time so you can be more productive. Background screening is a great example of an area capable of delivering improved efficiency in the hiring process. When you work with a background screening provider focused on efficiency and delivering a better candidate experience, you can get more done in a day. Here are just a few of the benefits:

  • ATS integrations
  • Consolidated background screening services
  • Streamlined e-disclosure and authorization processes
  • Paperless drug screening


Digital tools should deliver transparent, 24/7 access to data, so you can make well-informed hiring and talent management decisions. For example, your ATS should be more than a repository of resumes and cover letters. Instead, it should allow you to see a range of candidate data points, such as a candidate’s preferred compensation, professional licenses and certifications, and applicable work samples.

Another way digital tools should improve transparency is by increasing the flow of relevant information to and from candidates. For example, a chatbot can direct candidates to online hiring resources, and background screening technology can make it easier for candidates to receive and acknowledge background check disclosure forms. Candidates can also use mobile tools to find a nearby location for drug testing. 


When the tools in your recruiting tech stack operate in silos, you can end up re-entering the same information in multiple platforms. Poorly integrated systems also contribute to a disjointed experience for candidates. Therefore, HR technology platforms must integrate well.

It’s a good idea to begin your integrations with the ATS. Your ATS already holds a majority of your candidate data, and many ATS platforms integrate well with other platforms. For example, when your ATS integrates with background screening technology, you can avoid double-entry and initiate candidate background checks in a few clicks. You can also integrate your ATS with onboarding technology and keep all candidate data together as candidates transition into employees. Integration allows you to access relevant hiring information, including applications, background check reports, and new hire forms, from one secure platform, maximizing the power of your ATS.


Your talent acquisition technology should help you shift hiring activities from paper and spreadsheets to cloud-based platforms. With fewer manual processes, you can spend more time on complex hiring activities, such as talent assessment and selection. For example, technology can automate the following processes:

  • Interview feedback: Candidate rating and messaging features in the ATS allow you to share feedback with the hiring manager and other interviewers.
  • Background checks: Screening technology eliminates the need of a paper-based process for remote hiring, and it’s designed to comply with FCRA guidelines, as well as any state or jurisdictional-level consumer reporting laws.
  • Onboarding: Onboarding technology puts all new hire paperwork on one platform, giving new hires the ability to complete and submit paperwork through the cloud rather than less-secure email.


Every organization and recruiting process is different, and your recruiting technology should be flexible enough to allow for customization. Key customizations you should expect from your talent acquisition tech stack include:

  • An ATS to help you to post open positions directly on industry-specific job boards.
  • Background screening technology with the flexibility to add new services to your program, such as I-9 verifications or continuous monitoring.
  • Chatbot technology configured to direct candidates to pre-selected web resources based on the questions they ask.

How to Advance HR Digital Transformation in Your Organization

Sixty-four percent of recruitment professionals don’t believe they have access to the right digital tools, according to a Monster survey. You don’t need to count yourself among them. 

While no HR tech stack applies universally to every organization, you can identify the right mix of tech tools to meet your unique hiring and talent management goals. As you explore your options, following these three easy steps will help you get started in selecting the right software solutions for your organization:

  1. Set reasonable goals and look for ways to simplify existing workflows.
  2. Work with reputable providers who can partner with you to identify opportunities to improve processes and help you become more productive.
  3. Routinely evaluate your existing resources and relationships to see if you’re getting the efficiency, integration, transparency, and customization you need.

HR digital transformation is a necessity, and it can be the secret weapon in helping you boost productivity and deliver a better candidate and employee experience. Available tools and resources can help you address your most pressing hiring and talent management challenges, improve processes, and get better hiring results.

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