Recruitment software, these days, has become an essential tool for the HR departments across industries, and rightly so. Recruitment software can be immensely helpful in streamlining the various processes of recruitment.
Given the complexity of hiring needs, formulating evaluation criteria for recruitment software can be a daunting task. To make this bit a little easier for you, we’ve put together an exhaustive list of factors to be considered while evaluating recruitment software.
1. Market Research
It is important for an organization to choose appropriate software which can fulfill its hiring needs. Prior to signing up for a recruitment system, it is advisable to read up on independent reviews and to collect feedback from organizations with similar operations as yours.
2. Ease of Use
To harness recruitment software to your full advantage, choose software which has unambiguous workflows and which allows multi-user access from remote locations. Remote access assists in saving a lot of time and brings in greater efficiencies.
3. Candidate Experience
The up-time percentage record should be checked. The candidate experience should be of prime importance as you might lose a potential candidate because of slow website performance or lengthy processes.
4. Data Security
A company develops its own database and should be the sole possessor of the entire rights related to its data. The recruitment software or candidate tracking system should accept, review, store and manage the data, while providing access to the company to download all the data at any time.
5. One-Click Job Posting
Job posting feature is another important feature to consider. Recruitment software that enables job posting on multiple job portals and social media in just one-click should be favoured as it helps save enormously on time and effort
6. Support and Training
Recruitment software vendors offering product training and online help resources should be preferred. Technical/customer support with quick turnaround helps companies in efficient functioning and decision making.
7. Scalability
While choosing recruitment software, the growth and recruitment strategy of the company needs to be taken into account. It must be ensured that the recruitment software is scalable to accommodate future hiring strategy of the organization.
8. Cloud Based Services
Making use of cloud based recruitment software removes many hassles. Using the software would require no installations and the data is accessible on the go from all devices with internet connectivity.
9. Opinion of Frontline Recruiters
It is important to seriously consider the opinion of frontline recruiters as they are much well versed with the operational needs required out of a recruitment platform.
10. Finances and Legalities
In best interests of the company, it is advisable to have a clear understanding of the vendor’s approach to financial and legal issues.Bring in cost efficiency by choosing vendors offering pay per use payment models over annual subscriptions.
To make it easier for you, we’ve even evaluated and come up with one recruitment software which passes all these evaluation firewalls – Applicant Tracking System. It provides features like one click job posting to multiple job portals, resume parsing and tracking, career page integration.
You may view PPT here
