The 7 Most Essential Hiring Tools in 2022

With the ongoing shifts in the labor market, it’s no surprise that modern hiring practices have had to adapt. Our recent Recruiting Metrics Report found that application counts are lower and there are more job postings than ever before. Additionally, we learned that employers are hiring much quicker to beat out their competition, shaving nearly a week off their time to hire in 2021. 

So, if you’re struggling to make the right hires for your business, it might be time to reinvent the way you hire instead of sticking to the traditional, old-school methods that used to work in the past. 

That’s why we compiled a list of the seven most essential hiring tools that can help you optimize your hiring process in 2022.

1. Virtual hiring tools

A 2021 CareerPlug study found that 71% of businesses now conduct some aspects of hiring in a remote manner – a trend that applies to a wide range of industries, including restaurants, retail, healthcare, and more.

Even businesses that conduct in-person interviews spend more time beforehand on phone screenings and video interviews before extending invitations for in-person interviews. What began as a health and safety precaution during the pandemic has now become a way to increase efficiency and save time in the hiring process.

With in-person interviews seeing significant decline since the beginning of 2020, it’s no wonder that video conferencing platforms such as Zoom and Google Hangouts have had a huge increase in their user base. In fact, 86% of companies now perform candidate interviews over video conferencing. What a shift!

In addition to these behemoths that dominate the video calling space, there are several smaller companies you can consider, such as GoToMeeting, RingCentral Video, and Webex.

There are several advantages to virtual interviews, like:

  • Cuts down on transport time and costs for candidates
  • Shortens the time it takes to make a new hire
  • Scheduling the interview is much more flexible and hassle-free
  • Makes the candidate more comfortable
  • Allows your business to stay up-to-date on all the latest technology trends

Plus, 66% of candidates even prefer a video interview to an in-person meeting, making it an easy way to improve the candidate experience.

2. Artificial Intelligence (AI) chatbots

Picture this: A candidate is interested in applying to your company. The job title sounds great, their values align directly with yours, and overall, the role seems fitting for the next step in their career. However, they have questions, and are unsure exactly where to start looking for answers. That’s where Artificial Intelligence (AI) comes in. 

Having AI – more specifically, a recruitment chatbot – integrated into your company’s website or careers page has already demonstrated worthwhile results for many businesses and hiring managers. 

In fact, one 2020 study shows that 95% more job seekers become leads with a chatbot, making it a great new tool for your recruitment marketing efforts.

AI integrations can also help take the hassle out of everyday recruiting components. Not only can chatbots link candidates to your company’s FAQ page or blog with the desired information, but provide application updates, assist in HR duties, and even conduct social media searches, ultimately inviting suitable job seekers to apply. 

It’s no wonder that 64% of talent acquisition pros made the investment in AI tools for recruiting in 2019.

And, as a bonus, AI can do these tasks any day, any time! Do your applicants have questions at 8pm on a Sunday evening?

Relax. Let your chatbot work for you.

3. Applicant tracking systems

The number one challenge facing business owners is the same as it’s always been: attracting and hiring the right people.  That’s why we recommend an ATS software, like CareerPlug. Simply put, an ATS streamlines the hiring process, helping you attract, hire, and onboard.

Here are some key benefits that an ATS can offer:

Go above and beyond by providing candidates with a fast, easy application process, while also ensuring that you’re making quality hires every time.

applicant tracking system review

4. Social media

Social media recruiting can also be a powerful tool. 70% of hiring managers have made successful hires with social media, making it an excellent way to invest in your search for talented candidates. 

Establishing your employer brand is the first step – develop a well-designed page for your company with personalized graphics and photos. Include a careers section for the convenience of job seekers.

Share content; this could be a blog post, a news article, product page, or simply an update about a successful quarter for your team. Tell a story that shows what you’re all about and demonstrates your accomplishments!

If possible, have your hiring managers use individual profiles with their names, job titles, and bios to communicate with candidates on social media platforms. A corporate account is great, but having professional individual accounts adds authenticity and a personal touch when recruiting on social media. 

In addition to direct messaging, get involved on a broader scale. Join LinkedIn groups to connect and network with like-minded professionals and candidates.

On Twitter, use hashtags relevant to your job openings. Reply to tweets on your posts or those directly related to your business. Interact, and get to know your audience! 

Be sure to promote your company’s culture, too. Instagram stories and TikTok posts are a wonderful way to do so. Put your vision and values on display. Get the message out there: it’s enjoyable to work for you!

Half of all working professionals follow companies on social media to keep up with their job openings, so chances are your content’s being seen by your very own candidates.

While it’s important to showcase your company in a professional light, don’t forget to have fun and be creative. Give candidates a window into what it’s like to be a part of the team. In modern recruiting, social media is a great tool for finding the right candidates to achieve your company’s goals.

5. Hiring screening tools

At last! It seems you’ve finally found the best candidate for the job. There’s just one final step in the hiring process before they can officially join your team. And it’s a critical one at that. 

Integrating a software into your business that’s used exclusively for reference and background checking is essential. It ensures the candidates that have made it to later stages of the hiring process are the real deal. 

With options ranging from XREF to SkillSurvey and RefLynk as well as CareerPlug’s own partners, Verified First and Universal Background Screening, there is no shortage of brands to choose from for your company’s individual screening needs. 

Our philosophy when it comes to references is “trust, but verify.” Validate your candidate’s skills, expertise, and capability, as well as how they work alongside others and what unique contributions they can make to your team – all of which can be discovered by a deep dive into their previous roles.

As tempted as you might be to make an offer and get your new hire on your payroll quickly, just remember: The hiring process doesn’t end at the interview. Never underestimate the importance of a hiring screening tools.

6. Candidate experience surveys

Ok, we’ll say it again: Whether or not an applicant ultimately goes on to join your team, guaranteeing an excellent candidate experience is key! But how do you know what kind of candidate experience you’ve created?

You ask your candidates, of course!

Consider sending a candidate experience survey to all the people you’ve interviewed, regardless of whether or not you made them an offer. We’ve created a free candidate experience template you can download to get you started.

Presenting a survey at the end of the hiring process allows candidates to give their feedback directly to your hiring managers and business, which, in return, impacts your brand and reputation as an employer. 

Look at this as an opportunity to learn firsthand about your company’s strong points and drawbacks as well as how your hiring process is truly perceived by candidates. 

The data doesn’t lie: 58% of candidates who were given a job offer declined due to a negative experience amid the hiring process. So, learning about your business from the “outside in” can only help, not harm, and even suggest worthwhile recommendations to improve the overall workflow and efforts of your team.

impact of negative candidate experience

Be open to both positive and negative feedback. The goal is to surface any weak points in your hiring process. Don’t take negative feedback personally! You’re working to improve your chances of attracting high-quality applicants in the future.

To learn more about creating an exceptional candidate experience, watch the video below from CareerPlug’s Senior Director of People, Natalie Morgan:

7. Job boards

As a business owner on the lookout for top talent, chances are you’ve heard of the major job board sites: Indeed, ZipRecruiter, Glassdoor, Monster, CareerBuilder – the list goes on! 

Since 58% of job seekers use job sites in their search for new opportunities, these platforms are an outstanding way to maximize your recruiting efforts and get your roles in front of candidates. But just going through the motions might not be enough. You want your job postings to be successful in attracting the right people.

To start, be transparent in your job descriptions. Include any and all details of the position: qualifications, responsibilities, compensation, and benefits as well as your company’s mission.

Candidates want to feel valued and that they’re contributing to something in a meaningful way. Ask yourself what the position’s purpose is and how it impacts your team and clients. Be sure to address your answers to these questions in your description.

Also, have your current employees write reviews on the major job board sites. Let them tell applicants directly about their work experience. Build up your online presence and sell candidates on why it’s great to work for you!

Expand your reach into niche sources as well. These could be industry-specific boards, a local job board (for example, HIREDTexas for jobs in Texas), or even a newspaper or message board. Want to hire new graduates or student interns? Use a university job board, such as Handshake!

Post anywhere and everywhere. Spread the word and attract the right people for your team.

Hiring the right people is more challenging than ever before, which means now is the time for businesses to evolve and make use of the latest hiring technology. Using the seven hiring tools listed above can help you stand out from the crowd and beat your competitors to your next great hire. 

Ready to add an ATS to your hiring toolkit?

CareerPlug’s hiring software is an essential tool for a great recruitment process. Click the button below to request a personalized demo today!


Recent Posts

Nicolle Gatlin

Manager of Partner Success

Kacie Sommers

Creative Design Manager

Kacie was born and raised in Houston, Texas, and graduated from The University of Texas at Austin in 2012 with a degree in Anthropology.

Kacie joined CareerPlug as an intern while still in college in 2012. Post-graduation, she joined the CareerPlug team full-time as a Talent Specialist on the Recruitment Services side of the business, eventually working her way up to be the Recruitment Services Manager. From there, she learned her passion for the internal processes of what makes the business tick and explored other roles at the company, including Internal Support, Implementation, and Quality Management, before eventually finding her home in Design. She is now building a Creative Design branch off of the Marketing team.

Outside of work, you can find Kacie walking her dogs Bixby & Bean along Buffalo Bayou, hanging out with friends (and their pets), and tending to her 40+ house plants.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake.

Chris Igou

Vice President of Sales

Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

In his free time Chris coaches youth sports, especially youth football, and spends as much time as he can with his wife and 2 children.

Andrew Robinson III

Vice President of Product and Engineering

Natalie Morgan

Senior Director of People

Leslie Chamberlain

Senior Director of Client Experience

Brad Pilot

Director of Sales

Teresa Hall

Director of UX & Product Design

Canaan Davis

Director of Engineering

Ashley Garia

Director of Product Marketing

Desiree Echevarria

Senior Content Marketing Manager

Ashley Johnson

Implementation Manager

Originally from small town in central Texas, Ashley Johnson graduated from Texas State University in 2013 with a degree in Business Administration. She was hired by CareerPlug as a Talent Specialist in 2014, and moved up to ultimately lead the Recruitment Services team. From there, she pivoted to Implementation, and is now the Implementation Manager.

As the Implementation Manager, Ashley and 3 direct reports function as a transition between Sales and Partner Success in helping our clients get set up and established in our software. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie.

Tulay Solak

HR Manager

Aiden Kinney

Consultant Manager

Zach Garcia

Sales Operations Manager

Kirsten Penaloza

Director of Client Experience

Eric Morales

Manager of Account Executives

Brandy Lee

Operational Manager


Use our templates to create an attractive careers page and job posting. Then promote it through our job board partners, as well as directly with your employees, customers, and social network.



Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.


Polly Schandorf

Engineering Manager

Joe Lepis

Engineering Manager

Clint Smith

Founder & CEO

Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.