In order to make the recruitment process more efficient and easier, many recruiters use recruitment software. This helps them streamline their tasks and keep their network conveniently in one place. But choosing the right recruitment software can be a daunting task. With so many available these days, it can be overwhelming trying to find the right one.
Trying to figure out what software will help them reach their recruitment goals is important since it can mean hitting recruitment goals or not. In order to choose the right recruitment software for individual needs as a recruiter or an organization, you’ll need to first ask yourself a few questions about your recruitment goals.
Finding new recruitment software can easily get you distracted, as you get excited watching demos and more. But you can lose sight if you’ve forgotten why you’re in the market for new recruitment software. In order to avoid getting lured in by the latest and greatest software that comes available on the market al the time, it’s important that you answer a few questions before you actually purchase new recruitment software.
Do you need a CRM or ATS system?
Most likely, you’ve used ATS systems before, which manage and process applications. However, a CRM allows you to be proactive and actually start building talent pools while you nurture both candidates that have applied and those that haven’t. An ATS system is pretty basic, but a CRM will take your recruitment tasks to a whole other level. You’ll need a CRM platform if you’re actively souring, using spreadsheets to manage candidates, have hard-to-fill roles, don’t want to waste time on admin work and have a big applicant database that you’re not tapping into as you should.
What are your main priorities as a recruiter?
Asking yourself what your main priorities are will help you decide if a CRM software is good for you. You’ll want all of its features to help you hit your goals so that you can build your business. Create a list of what your priorities are and then go through each CRM possibility checking off how they help with those priorities. Priorities will be different for each recruiter, but some common ones include:
- Providing a great experience for candidates
- Reducing costs and time to hire
- Building your brand to attract passive candidates
- Perfecting the interview and assessment process
- Seeing comprehensive analytics for your recruitment process
- Building talent pools
What’s your budget?
How much are you willing to invest in your new recruitment software is key to which ones you should be looking at. You don’t want to look at the software you can’t afford because if you fall in love with it, no others will be good enough. Setting a budget is vital and you’ll want to put the cost in the context of what you are spending on your recruitment efforts at the moment. Think about everything you’re spending money one, which may include ads, premium subscriptions and more. If a new recruitment system will help you decrease some of those costs and also make significant improvements to your recruiting efforts, then it’s worth the price.
Do you like the demo?
Once you've shortlisted a few recruitment software options, you’ll want to test it out to see if you indeed like it. You should put together some sort of demo committee so that a few people on your team can test out the software. They’ll then give feedback to see which ones they like best. This will help you narrow down the right software choice. Work through each of the demos to see which solution is best for your needs.
Does it have essential features?
You’ll want to make sure that the software has essential features that you’ll need as a recruiter. The software should include the following features:
- Sourcing: as a critical part of the recruitment process, sourcing candidates on social media is an important function a CRM should have.
- Managing Candidates: the CRM you choose should make it easy to manage candidates. Once you place them in the software, you should be able to search them easily without having to go through several steps.
- Collaboration efforts: if you’re sharing the CRM with others, it should have effective collaboration tools that make sharing candidates, discussing interviews, etc. effectively.
- Engagement: making sure the software allows you to engage and nurture candidates is important because it’s often overlooked during the recruitment process.
- Reporting: data is important to forecast and see trends in your recruitment efforts. You should know what sort of recruiting metrics are important for your organization and own recruitment efforts. This way you can ask the vendor if they can help you get that data with their platform.
How easy is it to use?
Every CRM will have a learning curve, but it shouldn’t be a big one. You’ll want to make sure that the CRM you choose is easy to use. Complicated software won’t get used and that’s just money going down the drain. Utilizing its features shouldn’t be complicated.
When making your decision, know that you shouldn’t rush into things. The software you choose should be a good fit for your organization. And when you find the right CRM, rolling it out doesn’t have to be painful.
Create a timeline for onboarding and training and make sure everyone understands the next phase of the implementation project.
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