Enough has been said about the importance of using automated tools for hiring. Irrespective of whether you use the latest cloud-based technology or traditional on-premise HR software, the benefits of these recruitment solutions are immense (Also Read: Advantages of using an applicant tracking system). Technology in itself is a huge enabler as it empowers the user to perform more tasks with greater efficiency and accuracy. However, if the choice of technology you use does not match your needs, then much of those benefits that we expect become of little importance. Here is a primer on how to choose a recruitment software that suits your company.
Convincing the top executives of the company to invest in new HR technology, especially in new recruitment solutions is a tough task. You have to justify the cost with the expected ROI, show some concrete evidence in the form of case studies and what not! However, even before you make a move towards this boardroom discussion, you should be sure of what you have chosen as an investment is actually good for your company and suits your hiring needs. An imperfect choice can cripple your productivity instead of improving it.
Here are some points to keep in mind while choosing a suitable recruitment software:
- Define your recruitment software requirements
- List the functions that your recruiting software should perform
- Select a recruitment software with a user friendly design
- Choose a recruiting software which is cloud based
- Look for a Cost Effective Recruitment Software
- Consider data security in recruitment solution
Define your recruitment software requirements
The marketplace is replete with a number of recruitment tools. But not all of them are designed for all types of industries and businesses. If you are into consulting, your expectations from a hiring software will be very different from a product company. Similarly, if you are a startup, you might not require a full-fledged enterprise recruitment management system, as you will be hiring less than, say, an established company with 1000 or more employees. While researching a potential hiring tool, be sure to ask some relevant questions like:
1.) Who was this software designed for? What is the target audience?
2.) What are your current requirements?
3.) Is the software scalable for your future needs?
4.) Who designed this software? Do they have the relevant expertise?
List the functions that your recruiting software should perform
Once you have sorted out your current requirements and future needs, it’s time to list down the essential functionalities that will fulfill those needs. Think function first. What are the tasks that you want the software to do with minimal manual intervention? Common HR tasks like job posting to different channels, resume collection at one place, resume matching, CV upload, interview scheduling, sending interview emails and reminders must be on top of this list. Any software that you choose should do all these and much more such as tracking candidate progress, automatic SMS/email alerts, analytics and reports and social recruiting through channels such as Facebook and Twitter. By deciding all that is integral to your hiring process, you can start assigning value to the vendors and their tools accordingly.
(Also Read: Recruitment Software Features)
Select a recruitment software with a user friendly design
Any piece of software that has a steep learning curve is always looked at with disdain by the users, however feature rich it might be. No one wants to waste time trying to figure out the right combinations when you want something done. Recruitment management software should not require long hours of training or high levels of tech know how. The interface should be intuitive and offer minimum resistance to even the first time users. If you are unsure, take the trial version first and explore it extensively before zeroing on any one tool.
Choose a recruiting software which is cloud based
There are many organizations that use different tools for social recruiting, job posting or maintaining internal and external communication. If you also have an existing HR management system in place you would want the new recruitment tool to seamlessly integrate with your current system. A smooth interaction amongst different layers of technology is essential for a quicker transition and greater performance at work.
Again, cloud based systems are all the rage in the market currently and rightly so, as they have numerous benefits over the traditional on-premise software. In ideal conditions, your choice of software should be online or web-based, as the learning curve is less, and you won’t have to spend huge lumps of money on buying servers and other hardware and hiring trained IT personnel for maintaining them. Cloud based system can also be accessed remotely, and require minimal maintenance.
(Also Read: Why Cloud Based ATS is a better option)
Look for a Cost Effective Recruitment Software
The argument that you will be saving efforts through technology is never going to convince the CFO for investing in a new tool. Any investment’s ROI is judged on the basis of the money that it either saves or earns for the business. Therefore, while deciding on the hiring tool you should be able to justify the costs with the ROI. The most feature rich software will also be the most expensive. Will you be able to justify the costs involved? Therefore, while doing your market research, take your time to explore the different options available, make the most of the free trials, and chalk out the options that fit in your budget. If necessary, negotiate with the vendors and squeeze out the best possible deal for your company.
Consider data security in recruitment solution
Even the best of software require a helping hand to operate at least occasionally. The importance of good vendor support increases if this is the first exposure towards latest technology for your recruiters. Choose a software vendor that is able to deliver necessary training and support whenever required in a timely manner.
If you are choosing a cloud-based solution, data security is of paramount importance. Recruitment involves sharing of a lot of sensitive and private information and keeping that data in safe hands is no less important than any other aspect of your business. A non-compromising attitude on data security will also lend your brand greater credibility in the market and can become one of your USPs.
(Also Read: How to Get Most Out of Recruitment Software? )