With more software providers to choose from than ever before, finding the right solution for your business can be a challenge.
A modern recruiter is expected to be in a million places at a time. Job board, company website, social media, email. And then there’s the hodgepodge of smart tools that claim to make recruiters’ lives easier.
Some platforms have fancy dashboards, but lack features. Others are a nightmare to pursue candidates. Some market it as automated, but it still requires experienced recruiters to do low-value manual tasks.
So it’s no surprise that 4 out of 5 companies are dissatisfied with their current provider.
But the biggest problem is: Most recruitment software solutions are designed from the wrong perspective.
Why Design Philosophy Matters
Software features play a big role when choosing a vendor. But they are not all.
That is correct. Experiences that lead to better results for candidates and recruiters are equally important.
But too many recruiting software solutions are designed solely from the recruiter’s perspective. To understand why this is a problem, just look at real business results. The best hiring solution takes the experience of candidates and hiring managers into account while reducing the administrative burden on recruiters.
Because it benefits everyone.
Candidates who have a simple, seamless experience feel valued and exit the process with a positive outlook on the company.
HR managers who are more involved in the hiring process feel happier and more empowered to make decisions. The best software should walk the line between meeting candidate expectations in the sourcing and screening process and aligning departmental and business goals on the employer’s part.
Unfortunately, it’s easy to overlook these results in favor of good branding and gimmicky features.
In this guide, we share valuable tips for improving your overall recruiting experience and, in turn, your bottom line.
Pay for results, not features
The key to choosing software that can deliver real value is to start with the problem and tailor the solution to your specific business needs.
Then consider a true partnership that supports both your product and your team’s vision. If you’re not sure, dig a little deeper and ask the tough questions to determine if the vendor is actively supporting your team over the long term. (And if it comes at an extra cost.)
know the end goal
After all, what do you hope to achieve with your recruitment software? Faster filling times? Does it improve shot quality?
Once you know your end goal, it’s much easier to track your hiring efforts at each step to make sure you’re getting the results you want. So why are you here? Why are you looking for a new recruiting system? Here are some of the top reasons companies invest in recruitment software.
Improving rental quality
The price of bad attitude is higher than most people realize.
Aside from all the costs of hiring and onboarding, bad hiring decisions can have a negative impact on a company’s culture, productivity, engagement, and brand.
Some managers hire with their own image. Others overlook important soft skills in favor of technical skills and qualifications. But the problem isn’t a lack of judgment on the part of the hiring team. We lack the technology to make more informed decisions.
In fact, 28% of misiers are the result of poor or limited recruitment processes.
Luckily, there is technology that allows more qualified and qualified candidates to apply (and reduces the wrong kind of application). Also, a tool that helps recruiters identify high-potential candidates and strengthen relationships with recruiters across the organization.
Important features to attract and select better candidates:
- AI-powered dynamic career website content (jobs, blogs)
- Automatic optimization (accessibility, search engines, social media)
- Build your talent pipeline intelligently
- Evaluation of Candidate Engagement
- automatic watchlist
- Powerful Talent Search and Comprehensive Classification
- Interview and selection tools for recruiters
Improved filling time
If your goal is to improve hiring efficiency, you need tools to find, identify, and hire high-quality talent faster than your competitors.
According to the Society for Human Resource Management (SHRM), it takes companies an average of 36 days to fill a vacancy. And it costs about $500 per day per vacancy.
Waiting until it’s too late is not only costly, but it also risks losing qualified candidates to competing organizations.
Smart tools help recruiters stay up-to-date quickly as candidates progress through the application process. Convenient dashboards also give hiring teams the visibility and insight they need to make critical hiring decisions quickly.
Key features to find the right fit faster:
- Responsive and dynamic career site
- Expand your reach through industry-leading job boards
- Hiring workflow automation and analytics
- Build your talent pipeline intelligently
- Pre-employment evaluation
- Offer management
- Automatic deployment for new entrants
- Personalized onboarding and eLearning