So much of the HR and recruitment process can now be automated and the market is flooded with many different recruitment software products. As a result, we thought we’d take a look at how to navigate your way through the possibly bewildering wide range of options and prices…
Scope of options available – from the lowest to the highest specification
Toby Conibear, European Business Development Director, Bond International Software, says that at the most basic level Excel spreadsheets can be used to filter information, but entry-level customer relationship management (CRM) software will manage data including clients, candidates and jobs and go some way towards matching them for recruitment purposes. “At the higher end of the spectrum, recruitment-specific CRM software offers advanced functionality, social media connectivity, third-party software integrations, tight cloud security and more,” he says.
Jason Staniforth, Head of Marketing, Vacancy Filler Recruitment Software, says the best systems will include a host of tools, making significant cost savings on advertising and recruitment agencies.
These tools will include configurable application forms or CV parsing (creating CRM records from received CVs), the ability to assign pre-hire tests, integrated video interviewing and psychometric testing. Candidate communication functionality will include automatic acknowledgements, event self-service, candidate updating, SMS and live chat.
Management Information tools provide the ability to produce instant reports on all aspects of an organisation’s hiring activities, including equality and diversity, while candidate on-boarding and integration allows the Hiring Manager to go through the offer management process by generating a contract of employment and capturing new starter information for onward posting to the existing HR system.
Benefits of using recruitment software
“All information is easily accessible and tasks such as parsing CVs, searching for suitable candidates, matching candidates to jobs and making placements are straightforward. All activity, including communication with clients and candidates, search results and consultant KPIs, is recorded and time-stamped for future review and refinement,” says Toby.
Jason adds that the right software can mean “recruiting and retaining top talent while reducing reliance on recruitment agencies and advertising costs” and it “streamlines the recruitment process for both candidate and recruiter”.
How to find a solution for your business and budget
Before buying software, Toby believes it’s a good idea to map business priorities: “This will help when comparing the features offered by CRM systems.” He adds: “Consider cloud hosting, mobile apps, Outlook integration, searching technology, third-party integrations and rate their importance.”
He suggests searching online and attending trade shows like Recruitment Agency Expo to find potential providers, then contact providers and view, compare and contrast their products. Finally, get prices and study them closely – some providers have hidden costs.
Factors to consider about software suppliers
It’s important to read customer testimonials and get references from reliable sources. On contracts, Jason adds: “Some companies offer a trial period for their systems before you commit to buying, but contracts are normally renewable annually. Preferential rates can sometimes be obtained by agreeing to a longer-term contract.”
He continues: “Support is, of course, very important and ensuring this is available when you need it should be high on your list of criteria.”