A Step-By-Step Selection of Recruitment Software

Recruiting ventures have faced a magnitude of challenges in the quest to find the right employees, but not anymore. Recruitment software makes your hiring process easier with an all-in-one solution even in the absence of a recruiting department. Through the creation of job postings across various platforms, accepting applications from potential staff and establishing workflows, the hiring process has become more efficient and time saving. Getting the ideal software for recruiters is what makes the difference.

Selection Process

  • Identifying the goals of recruiting

The recruitment exercise aims at reaching some end goals. Identifying what should be accomplished makes it easier to identify the right solution to achieve it. It could be the need to find better, qualified staff to fill vacant positions faster, to make a forecast of team’s hiring needs, or even recruitment marketing.

  • What are the ‘Must Have’ features?

Ideal software for recruiters must have essential features to help achieve the recruitment aim. This involves precisely listing down all the features necessary as well as those desired by the recruiter. The ‘must have’ features help distinguish between two comparable software vendors with similar basic requirements. This deal breaker eliminates a package that lacks any of the ‘must haves’ features. Common features include; duplicate candidature detection, bulk resume upload and collection from mail attachments, remote access, dashboards for reporting and analytics, and website integration for career portals.

  • Budgeting

Recruitment software vendors have different pricing plans. Some are paid upon hiring, while others are paid for every employee hired. Still, others require pay per recruiting manager. Price comparison and budgeting is important to avoid surprises. When budgeting, a range is highly preferable than having a fixed price in mind.

  • Creating the vendors’ list

The vendors’ list is a collection of all the potential contenders for the supply of the recruitment software. Usually, it consists of all vendors whose products possibly have all the ‘must have’ features. They may all seem great and nearly the same.

  • Vendor selection

The tricky part in the selection process is picking the most ideal of all vendors. Additional factors play a vital role in setting the vendors apart. Value addition to the software may go beyond basic features and prices. Key vendor records of accomplishment include technical support offered after the purchase, customer testimonials and any case studies, security features, or robust employee referral programs. Vendors without technical support, security, or integration features are potential candidates for elimination.

  • Rolling out a demonstration

Taking a test drive such as free trial versions grants you the opportunity to experience the software in action. One may discover additional capabilities or identify any potential setbacks before the actual purchase.

Software for recruiters refine the quality of resumes by eliminating time wasters and present you with a smaller, but more skillful assortment of applicants. However, finding the right software is not an easy task. It involves planning, researching, making comparisons, and critiques. Since the staffing and recruitment are equally complex, the software selected eventually determines the success of the recruiting organization.