As a society, we are now in the golden era of the digital age. If you’re not matching pace with the ever-evolving growing digital world, you fail to achieve the best you can.
Whether you’re a recruiter or an HR professional requiring high-volume recruiting for your company, the right recruitment software can make all the difference. However, finding the right recruitment software for your company is not as cut and dry as it might seem. We’ve compiled all the necessary information you will need to make an informed decision.
What Is Recruitment Software?
In short, employee recruiting software is a specific type of human resources management (HRM) software. It conducts recruitment campaigns to attract the best talent for vacant positions within a company.
It is an automated method to source, select, screen, and potentially interview candidates. However, it is crucial to remember that not all recruitment software is equal. For example, some recruitment software may only perform one specific part of the recruitment process. In contrast, others can perform multiple particular functions of the recruitment process within one application.
That said, the more features the recruitment software possesses, the more it will cost. However, its convenience can offset the cost when accurately and effectively used.
What Does ATS Mean and What Is It?
ATS stands for applicant tracking system. Recruiters use an applicant tracking system to remain organized and help speed up job placements. In short, ATS software scans CVs and resumes to collect, sort, scan, and rank the job applications a specific recruitment campaign receives.
A study found that 75% of recruiters use HR recruitment software to help them perform their duties and that 94% agree that the software has made the hiring process easier.
What Does CRM Mean and What Is It?
CRM stands for candidate relationship management. CRM is a system tool that allows hiring professionals to build and maintain relationships with job applicants while managing the entire recruitment process. The concept behind recruitment CRM software is treating job applicants as customers. CRM recruitment software is separate from the CRM companies use to maintain customer relationships while tracking interactions. While both types of CRM have similar core functions, such as communication and tracking interactions, they require specific delivery. They have distinct purposes because they target different audiences.
How Does Recruitment Software Improve the Hiring Process?
With the leaps and bounds technology has made and will continue to make, recruitment management software delivers many benefits. The most relevant benefits are streamlining the recruitment process and increasing your productivity.
Recruitment software is particularly beneficial when conducting high-volume recruiting and hiring. High-volume recruiting usually entails hiring several dozen or even hundreds of employees for a specific position. Below are some key benefits that the proper recruitment software will provide you.
Access to Important Analytical Data
Another benefit of using a recruitment software solution is that while it runs your campaign, it can also provide data that can improve its success.
For example, most recruitment software provides valuable analytical data that monitors key performance indicators (KPIs). However, some recruitment software can supply you with more in-depth and practical analytical data to help you further focus and tailor your recruitment campaign.
Increased Productivity and Effectiveness
Using talent recruitment software will increase the productivity and effectiveness of both your recruitment team and recruiting campaign. No matter what type of technology, whether software or hardware, improved productivity and effectiveness in that area is always a given. Automated recruitment campaign management means employees can focus on core company functions instead.
Improved Employee Quality
By using an AI system, recruitment software can develop an algorithm that preselects the best candidates from a large pool of applicants to the needs of your position. Finding the best applicant for your position is made possible by matching the information provided in each applicant’s CV to the requirements and responsibilities of your company’s position.
Improved Employer Branding
When your brand as an employer improves, you will increase your chances of finding the best talent for your specific recruitment campaign. In addition, software for recruitment ensures that you maintain a consistent presence across various channels, leading to increased employer brand recognition with higher-intent candidates.
Improved Internal Communication
Good recruitment software helps inform the necessary individuals throughout the recruitment process. For example, they can quickly determine where each candidate stands in the recruitment process. That way, fewer issues arise from human error.
Recruitment software is especially beneficial when your company needs to hire dozens, if not hundreds, of employees. It makes hiring so many individuals easier by doing most of the work, from finding high-intent candidates to preselecting the best candidates. Using programmatic job advertising is essential to ensure your high-volume recruiting campaign is as successful as possible. Programmatic job advertising ensures that suitable candidates view your job ad on the right sites at the right time.
What To Consider When Choosing a Recruitment Software
Like any product, every company attempts to incorporate unique features in its recruitment tracking software to make its creation more competitive. However, to achieve the best results, there are several essential features that the recruitment software you use should possess.
At the very least, it should be able to source and attract candidates. In addition, the best recruitment software will also help preselect the best candidates, assist with setting up interviews and eventually assist in the hiring process. Below are a few essential features you should look for in the recruiting software you use.
Reporting and Analytics
An essential feature is the ability to report and analyze various factors of the success or failure of your recruitment campaign. With the appropriate recruitment analytics software, you will be able to determine many different elements of your recruitment campaign, from the productivity level of your recruitment team to the return on investment (ROI) of using the recruitment software.
Application programming interfaces (API) are especially beneficial if you want to continue using your company’s current ATS software. Because nearly every company uses a specific and unique technology set, finding recruitment software that provides API integration for your particular ATS is crucial.
Multiple Source CV Import
Thanks to the golden age of technology, there are so many different ways for applicants to apply for job postings nowadays. So the ability to import their CVs from multiple sources and in other formats is essential in ensuring that you are efficiently and accurately sourcing the best talent for your company.
Candidate Match Algorithm
An efficient HR software should have the ability to narrow down the potential candidates and preselect the best candidates based on the most pertinent information from their CVs. This feature is especially beneficial and essential when conducting high-volume recruiting.
Another essential feature that recruitment software should possess is the ability to operate your recruitment campaign within the cloud. With the digital age comes the ability to quickly and efficiently use cloud recruitment software, making initiating a recruitment campaign easier. In addition, cloud-based recruitment software provides many excellent benefits, like easy customization and the ability to use it from anywhere, making it eco-friendly and user-friendly.
What To Avoid When Running a Recruitment Campaign
Like any product, it’s easy to find yourself assuming that recruitment software will automatically ensure a successful recruitment campaign. While good recruitment software will automate several different aspects of your recruitment software, there are still a few aspects of a recruitment campaign that you must handle yourself. Unfortunately, this is where human error rears its ugly head. Below are a few actions you should avoid when running a recruiting campaign.
When potential candidates perform a job search, your job ad is the first impression they will get of your company. So, it is crucial to ensure that it captures their attention but is well-written and contains and outlines all necessary information about the position.
Since most potential candidates spend an hour or so completing a job search perusing through several dozen job ads, it becomes easy to overlook a position if the job title is unappealing or if the job description is poorly or inadequately written. Remember, the quality of your job ad will directly reflect the quality of the applicants that apply for it.
If you’re in a hurry to hire, you might not want to spend too much time thinking about where you will publish your job ad. You might be tempted to use the “usual” platforms.
But it’s important not to skip this step and analyze who is your target audience and where these people look for jobs. Is it on well-known job sites? On Facebook? On LinkedIn? Depending on the age of your candidates, they will use different platforms, and you must be where they are.
If you’re considering organizing a hiring event, it’s vital that you publicize it in the right places. If you don’t do this step right, you won’t have anyone attending, or only the wrong candidates will show up.
Automatically rejecting overqualified candidates is a standard practice of recruiters and HR professionals. Automatically rejecting overqualified candidates often happens because the assumption is that such a candidate would see little value in the position or wouldn’t want to stay in the position.
However, it is crucial to consider that an older or very qualified candidate may purposefully choose a more straightforward position for various reasons. Ultimately, it is essential to acknowledge that such a candidate took the time to go through the recruitment process because they are already interested in the position.
No matter how many times we participate in a job interview, whether as a potential employee or a potential employer, it only gets easier and goes partially as planned. As a society, most of us know what it’s like to be the interviewee, but most of us won’t know what it’s like to be the interviewer. So as an interviewer, there are some essential factors to consider.
First, not everyone interviews well. Interviews are “high stakes” environments, and such an environment can cause individuals to experience uncharacteristically high levels of anxiety and nerves. Conversely, some individuals seem to do exceedingly well.
However, some of these individuals are known to provide well-rehearsed, scripted answers to your questions. The point is it’s essential to recognize that an interview might give little indication of how that individual would behave on the job or perform in the position.
Whether your recruitment campaign is on a tight timeframe or you need high-volume recruiting, it’s easy to experience knee-jerk moments and hire the wrong candidates for your position. It’s beneficial to keep in mind that this may cause issues in the long run.
Your goal should always be to hire with intention. You could end up hiring the wrong candidate based solely on their credentials and not on how they can add to the company’s overall environment. Be sure to ask yourself how that candidate can promote long-term business success to avoid this.
Now that you know more about recruitment software than you probably thought possible, from precisely what it is to its benefits to the most important features it should possess, you will better understand what your company needs.
Of course, as with anything, the recruitment software cost will always be a critical factor in the selection process. However, backed by the valuable insight from this article, you can now choose the perfect recruiting software for your company’s needs with the features you require at a reasonable cost. Hopefully, the information will help you establish and complete your next recruitment campaign.