What are the key considerations when choosing recruiting software?
There is an incredible amount of software on the market today. That’s why it helps if you have a clear idea about your company's needs before even considering which system might work.
The biggest consideration for organizations when choosing a hiring tool is to ensure it aligns with their needs and hiring strategy. For example, if your organization is focused on diversity and inclusion (D&I) in your hiring efforts, it would be wise to investigate whether the software solution provides tools that help support bias-free recruiting decisions.
Other capabilities to consider when evaluating recruiting software solutions include:
Types of employees
Organizations today are comprised of a variety of workers: full-time, part-time, contingent, independent contractors, and more. Certain types of recruiting software offer flexibility and allow businesses to tailor the candidate selection process to specific hiring types.
Add new employees
The primary function of recruiting software is to convert new candidates to employees. Certain solutions go beyond this and allow businesses to reassign existing talent to new roles. This often requires visibility into existing employee experiences, aspirations, and the skill sets they possess.
Reskilling and upskilling opportunities
When organizations retain employees, they save money. According to LinkedIn, Internal mobility was up 20% in past year. Some recruiting software provides the ability to highlight these individuals and surface relevant, new roles they could move to.
As with the D&I example above, some recruiting solutions are more responsive to topical and modern needs than others. Streamlining processes are a big consideration: candidates can apply without creating an account; templates make it easy for business users to build a more modern web presence; built-in tools allow targeting very specific candidate interest groups not only to fill current positions but build a talent pipeline. These are all part of the candidate experience.
Not everyone in the organization using the recruiting software requires access to the same capabilities. Some solutions offer the ability for users to see the most common actions and to-do’s relevant only to their specific role.
The hiring process requires several steps, many of which aren’t possible to accomplish with recruiting software alone. Drug screening, background checks, and video interviews usually require tools from third-party organizations. It’s important that recruiting software can easily integrate with additional tools.
Connecting with the entire business
A recruiting software solution that connects the entire business allows access to the entirety of organizational data to draw better conclusions; the complete employee lifecycle resides in one place, providing a consistent experience, with no integration required to make it happen.
Machine learning and artificial intelligence
Machine learning and artificial intelligence help guide the recruiting process, starting with assessing candidates, automating workflows, predicting outcomes (for example, hiring speed, offer acceptance), and enhancing the candidate experience (with digital assistants, job recommendations to candidates, personalization, and screening). This saves time for recruiters, leads to better hiring decisions, and provides a positive impression for candidates.