The recruitment process has become somewhat competitive for recruiting managers looking for high-demand employees with technical skills. Luckily, innovations in software have provided an easier way of finding the right employees with the required set of skills.
Recruiting software is one such development that is used by talent acquisition professionals, recruiters, and hiring managers to automate recruitment workflow functions like screening, sourcing, selecting, and interviewing prospective candidates.
The development dates back to 1990 as the job search process shifted online. The need for recruiting managers to process lots of paper resumes resulted in the innovation of this tool. Increased change in the hiring software, e.g., through the integration of Artificial Intelligence is poised to help create a talent advisory function, speed up the screening process, and minimize unconscious bias during the recruitment process. Additionally, it allows the recruiting managers to become more human and spend more time exploring most candidates' needs. The software performs a variety of functions:
Several features come into play when looking for suitable recruiting software. A new applicant tracking system should be atop the list. Here are more features to consider when buying the software.
Software as a Service (SaaS)
Nearly 40% of HR tech managers have upgraded their HR technology to SaaS solutions. More hiring managers are likely to use this form of recruiting software as more software startups provide SaaS-enabled software. SaaS is an on-demand software that allows recruiting managers to store data within the cloud. It also ensures recruiters have round the clock access to the information in real time.
Optimization for Mobile Use
Research shows that 75% of active candidates view career opportunities via mobile phones and close to 45% apply for positions using mobile devices. The demand for recruiting software optimized for mobile use is set to increase as developers invent mobile devices that have more sophisticated features and as users spend even more time on these devices. It calls for HR managers to use software that allows candidates to access ATS on their phones.
Flexibility and Speed
The HR function is under constant pressure to find candidates who have the right set of skills in time. Delayed deliverables may be the difference between a failed search or an accepted offer. As such, the recruiting software should be flexible and adaptable to the changing deadlines without following complicated commands. A demo should help the HR manager determine if the software has this provision.
Integration of Social Media Platforms
Today, most recruiting managers integrate social media platforms into their recruitment processes. Successful social recruitment begins with incorporating social media features into the ATS directly and turning that system into a platform of engagement too. Software optimized for social media integration allows the hiring manager to post job advertisements to various platforms, e.g., Glassdoor, LinkedIn, and others without customizing the ads manually for each site.
Effective recruiting software allows users to automate repetitive parts of the job like follow-ups, targeted emails, in-person interviews, and automated assessments, among other functions. This way, the recruiter has adequate time to build relationships and identify the right candidates for the job.
The features highlighted should help the recruiting manager identify software that suits the needs of the organization. Here are some questions he should ask before purchasing the software:
Q: Which Storage Systems does it Support?
A: Active recruiting systems should support cloud storage as the primary means of storage. The recruiting manager should also verify if the software is accessible using tablets, phones, and other mobile devices.
Q: Which Customer Support Platform Does the Provider Offer?
A: The Application Tracking System should provide a range of customer support platforms, e.g., email, live chat, and phone, among other platforms. Also, determine the provider's response time and if he charges an additional cost for extra support.
Q: How often Does the Software Need an Upgrade?
A: The provider should keep up with the changing technology and offer upgrades to the existing software. The recruiting manager should find out when the latest update was performed, what it entailed, and if the user pays for them.
Q: How Long Does it Take to Set up System?
A: Usually, it depends on whether the company is changing from particular software to another or integrating it into a previously manual system.
Q: What Happens if the Buyer Wants to Use Different Software?
A: The providers offer different notice periods for clients. The hiring manager should determine if there are additional charges and the format the data returns in to allow compatibility with other ATS software that the company plans to use.