In a new role managing tech vendor recruitment, what would you prioritize when evaluating sourcing tools or platforms?

On top of asking the vendor to really show how they have successfully worked with the clients, I would look at the internal Recruitment team’s operating model, and make sure that the tool will help increase the productivity of the team, both from a process and quality aspect. They should also see how the Recruitment team can maximize the functionalities provided/advertised by the vendor, otherwise the ad-ons or the promised value-add and associated costs would not be realized. For true partnership, the vendor should be able to help HR make sense of existing and uprising options out there, e.g. if the company has copilot or other adjacent tools that may overlap, what should the optimal architecture be?

Taking the following steps items has helped us when selecting (new) tech vendors:
1. Define requirements: Having a Set of Clear Requirements (Must-haves vs. Nice to Haves; Negotiables vs. Non-Negotiables)
2. Research Vendors: Understanding Vendor Capabilities, including pros/cons for operating within the existing Tech stack, exploring vendor support during launch and post-launch, understanding security practices; conducting Demos to understand user experience; checking references
3. Select Vendor: Evaluating the long-term cost and ROI, choosing a vendor that meets the business need(s), is most affordable, delivers non-negotiables, etc.

I think that the Gartner Resource is helpful: https://www.gartner.com/en/articles/how-to-evaluate-technology-vendors-properly