Recruiting new employees can be a tedious task, especially in medium-sized and large-scale businesses. From writing concise job descriptions to posting them on different social media channels and websites, it’s a lot of work. But it’s also a crucial process because every company is only as good as the people they hire.
There are a number of candidate recruitment software programs available that can help make the whole recruitment process more organized. These programs eliminate the need for any kind of paperwork and automate the entire process. Each program has its own advantages and disadvantages.
Choosing the right recruitment software is a big decision for any company. If you end up choosing the wrong one, you could end up losing a lot of time and money. So you need to do some research on candidate recruitment software programs to find one that meets your company’s requirements.
Here are a few criteria you should keep in mind before finalizing your recruitment software.
1. Understand Your Requirements
Most new businesses only use an Applicant Tracking System (ATS) to manage candidate applications. An ATS is a great way to manage and process applications. In many cases, you can filter results using specific keywords.
However, candidate recruitment software programs go beyond those basics. When you are sourcing candidates actively, these programs help you to build big talent pools. If you are currently using spreadsheets to manage different candidates, this approach makes your work easier.
Companies with multiple recruiters may prefer to use recruitment software because it makes it easier to coordinate between people. If your company has a position that seems hard to fill, then you might want to use recruitment software programs rather than a basic ATS.
It consistently delivers your brand’s message and goes beyond the traditional sources of hiring. With the gig economy picking up, you need to reach out to talent. Candidates may or may not be actively looking for you. That’s where recruitment software programs can help.
Now that you know the merits of both systems, ask yourself what your requirements are. Are you looking for a new system or an old school system? Or do you need comprehensive analytics for your recruitment process?
Take some time to figure out why exactly you want to use recruitment software. If you’re already using an ATS, see if there is a need for change. It is clear that the future of recruiting is candidate recruitment software programs. But you should understand exactly why you want to join the bandwagon.
2. Integration With All Your Services
When candidates find your job posting, you want them to look at your brand. So a seamless integration with your website and different social media channels is required. With integration, your candidates can be easily redirected to your website.
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Choose candidate recruitment software that allows you to integrate with other systems easily. From posting jobs on social media to following up, a good program will help you do it all.
You should look for recruitment software with an open Application Programming Interface (API). If it already has built-in integrations, check what it offers. Keep in mind that you need software that fits your purpose.
When you buy candidate recruitment software, you aren’t just investing in the software. You are paying to get access to multiple job boards and the connected talent pool. In some cases, it can replace a staffing agency or a paid recruiter completely.
The biggest advantage of using recruiting software is that you can post on different job boards. You do not need to spend hundreds of dollars every time to post ads on LinkedIn, Indeed, and other websites. So using recruiting software may give you a cost advantage, depending on your requirement.
Before you set aside a budget for recruitment software, take some time to calculate what your current expenses look like. Most companies pay for job ads, recruitment agencies, internal sourcers, and salaries. Calculate the approximate cost and compare it to the costs of the most popular candidate recruitment software programs in the market. If it helps you reduce some of these expenses, then it makes sense to make a shift.
4. Ease of Use
Even if the recruitment software has tons of features, it won’t be helpful if has a clumsy interface. Good recruitment software will be easy for users to navigate. Look for a program with intuitive design that makes the work of recruiters and candidates much easier.
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If you want to give your employees the best user experience, check for accessibility and responsiveness of design. Does the software offer a mobile application functionality? Does it easily retain files and emails? How easy is the navigation within the software?
While buying candidate recruitment software, focus on the experience that hiring managers and candidates will get. A good experience for them will increase their engagement, helping you get connected with the most viable candidates.
Finding the right candidates for your company can be a lengthy process that requires a lot of investment. Candidate recruitment software programs can help you make the whole process more organized and efficient. They can make the process easier for hiring managers as well as candidates. There are a lot of recruitment software programs available in the market. If you want to make an informed choice, follow the tips mentioned above.
Do you have any questions about candidate recruitment software programs? Let us know in the comments section below.