Recruitment Technology & Tools

Confused? Finding the right HR Tech and AI Tools that fit your needs and strategy will take an impartial voice.

Finding The Right Tech For You

Finding the right HR Tech that fits your change requirements and business strategies takes an impartial voice.
The wrong decision can leave you worse off than when you started. Hill Consulting HRS has the independence and expertise in HR technology to match the right solution to your needs.

We can assist organisations to choose the right ATS or AI Tools and Psychometrics for their Hiring practices.

How we can help

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An Impartial Independent View
All product vendors have a bias to sell their product. And in this crowded market of HR Technology its difficult if not sometimes impossible to find the product that is best suited to your organisations needs.
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Purchases within budget
Hill Consulting are leaders in HR and TA Tech systems and know how. We know what’s out there, the features, and the limitations and the pricing. We will always advice on the best systems and tech for you within your budget and practicalities.
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HR Tech Implementation
Often, we also help our clients implement new technologies, through to configuration through to go live. From Project and Change management through to training users on the new system, including HR Teams.

Case Studies


Recruitment ATS review

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Large Petrochemical Company


To review all existing recruitment practices across three very different divisions and make recommendations for improvement to TA or RPO. Including at looking at new ATS options.


Identified an additional $5.2 million of “unseen” spend, highlighted 20 “suppliers” who were not on the official panel. Put forward 13 key recommendations for recruitment process improvement, with potential cost savings of 56% on temp fees and on costs, a saving of $892K. Tighter cost controls, improved standards & increased cross divisional efficiencies.


Full Recruitment Review Undertaken over a three-week period.


RPO Vendor Selection

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National Retail Chain of Stores


To help create a new centralised TA / recruitment team, to provide centralised, national support for local store managers by helping select a new Master Vendor for all retail recruitment.


Acted as neutral independent consultant, working as part of Project Team with HR, Line Managers and Procurement Dept to draft tender document, vet tenders submitted, attend vendor site visits, question viability of models proposed & check capabilities of vendors.


Lead to thorough, prompt, successful selection of new RPO Vendor.


High Staff Turnover Challenge / Increase Retention



Multinational Health & Pest Control Company


Extremely high turnover of staff, particularly in the sales force. Wished to know why and what could be done to change such a trend. Most people leaving in the first three months.


Recruitment Audit Undertaken over a four week period, including analysis of hiring practices, salary packages and targets, staff focus groups and exit interview data.


Reduced Turnover, improved selection practices and advertising standards nationally. Reviewed salary packages and proposed new “warm welcome” induction process.

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What our clients say

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“Before working with Hill Consulting, our recruitment function was not centralised, inefficient, and far from best-practice. We were spending excessively with far too many agencies, had no preferred supplier agreements in place, had a long complex process and had no automation or online hiring practices. Hill Consulting’s audit helped us identify thirteen key changes that we needed to implement. Following the audit, we decided to purchase and implement a Candidate Management System and centralise the recruitment team. This provided much needed standardisation, greater efficiencies, and a more professional service to the business with significant cost benefits.”

Ted Bradshaw, HRD, Aurora Energy, Tasmania.
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“For a strategic review - a key feature of Hill Consulting HRS is their total independence from any recruiter, recruitment process outsourcing or candidate management system provider. This ensures their complete objectivity and neutrality in assessing their clients’ recruitment needs, challenges and opportunities.”

Andrew Hall, Director, Sydney, NSW.
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“Hill Consulting HRS have provided excellent solutions and service to our organisation. The flexibility and adaptability that was also provided made working with them so easy, given business priorities change and therefore the solutions provided at times had to also change.”

Sharyn Shultz, HRD, Sydney, NSW.
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“I have known Hill Consulting HRS and Rachel for many years both personally and professionally, and find their consultants to be extremely intelligent and highly motivated HR professionals. I would highly recommend Hill Consulting HRS to any organisation needing specialist consulting services in recruitment advice and strategy arenas.”

Nikki Beaumont, Director, NSW.
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“I know it is late but I wanted to say thank you for matching me with Annette and Scoot Boots. Just finished the first week. Love the team and the culture.

Recent candidate Tasmania
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Why we are different

Not a typical Recruitment Agency. We can flex to suit your needs. You can use us as little or much of our services as you need. We are adaptable, flexible and will tailor every project or campaign for your specific organisation and roles. We also work hard to reduce your costs and time to hire, improve efficiencies and help share skills and Knowledge. Our differential being the data, analysis and insights we provide to clients at every step in the process.


Course Objectives

After completing this workshop, participants will have enhanced skills in:...
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  • Capability and behavioural-based interviewing
  • Making hiring decisions
  • EVP and brand and the need to sell the role and the organisation
  • The current market place
  • Gain an understanding of the organisations recruitment and selection framework and process
  • Creating team diversity
  • Understanding unconscious bias, and what to watch for in recruitment processes
  • EEO and the laws affecting recruitment practices
  • Using suitable evaluation and assessment tools and techniques to select the right candidate
  • Competency based Interviewing, questioning, and probing
  • Evidence gathering and scoring
  • Reference checking
  • Apply tools and techniques to achieve a transparent and accountable recruitment and selection process.
  • Onboarding and orientation

A range of other HR and Recruitment topics can be included in the Recruitment Skills Training:

Essential topics covered in our workshops can include one or more of the following six key areas:

1. Capability / Behavioural-based recruitment and selection

  • How to extract criteria from Position Descriptions
  • Key features of behavioural-based recruitment and selection?

2. Preparation & Planning

  • An overview of the UTAS recruitment and selection process
  • Importance of Job Design & Planning
  • Different recruitment methods
  • Planning - mapping out the entire recruitment and selection process before you embark on the recruitment and selection (from start to finish)
  • Interview and question preparation
  • Managing conflicts of interest before the recruitment process begins and throughout the process
  • Tools available for recruiting managers

3. Recruiting for diversity and addressing biases

  • Understanding EEO and the Law considerations
  • Diversity and Inclusion practices, and unconscious Bias training
  • Benefits for diversity in recruitment
  • Risks for not addressing biases in recruitment / team diversity
  • The techniques and tools that recruiting managers and panel members can use to minimise and/or remove biases during recruitment

4. Job Design & Planning

  • Design and develop a Position Description (PD)
  • Best practice to review your PD, whether it is a new or an existing position,

To help you attract the best pool of candidates.  

  • Design and develop a set of selection criteria that are clear and inclusive

5. Tailoring Interview Guides & Questions. + Assessment and evidence guide

  • Capability / Behavioural Based Interviewing
  • Good Question Structure
  • Poor questions – what not to use
  • Ability to probe
  • Scoring questions and evidence
  • Recordkeeping – documenting process, discussions, and decisions

6. Understanding EVP, Talent Branding and the current Employment Market place