These products aim to provide an end-to-end solution to recruitment management, right from inviting, screening and assessing applications to interviewing and hiring new employees. Most of the products in the recruiting & applications category typically feature the ability to automatically advertise open positions to popular job boards, while some even allow you to post job listings to niche, industry-specific job sites. Other common features include collecting and organizing applicant data, creating pre-screening questions, evaluating and ranking applicants on the basis of skills, years of experience and educational qualification, scheduling interviews, sending automated notifications, reminders, alerts and follow-ups to candidates, creating a talent pool for future use and sharing applicant data with colleagues. Read the full software guide...
Recruiting and application software is used by human resources management teams to assist with job postings, applicant tracking and talent acquisition.
Recruiting software solutions are designed to help streamline and automate the entire recruitment process, from searching for prospects, reviewing applications and resumes to interviewing final candidates and completing the hiring process. The system makes it easier and much more efficient for companies to add employees and fill in vacant positions.
Most products in this category enable you to automate posting jobs on company websites and/or online job boards. Some products allow users to post on more niche, industry-specific job sites.
Hiring managers can use this software to quickly reach out to a large pool of potential employees. On the other hand, job seekers can use the same product to apply for jobs easily.
This type of software essentially eliminates all the paperwork normally associated with recruiting and applicant management. Top-tier recruiting and application software provide users with a variety of robust functions, including powerful resume and candidate search capabilities.
The system works by collecting and sorting valuable applicant information from various sources. It then enables recruiters and hiring managers to filter, evaluate and match candidate talent and skills against job qualifications and requirements.
Most recruiting software allows businesses, HR teams, headhunters and recruitment firms to post openings on various online job boards, get in touch with prospects, schedule meetings and interviews and track applicant progress.
Other key functionalities to look for include applicant tracking, candidate relationship management, reporting and analytics, pre-screening and applicant scoring.
The first step in choosing the right recruiting and application software is figuring out what your objectives or goals are as a business. By identifying your goals, you will be able to determine what type of features and capabilities to look for when searching for a software vendor or service provider:
Once you’ve identified what kind of features you want to have from your recruiting software, consider making a list of those features to serve as a guide to help you navigate the market. You also might want to include a few complimentary features to serve as secondary decision-making factors.
What software you need depends on your exact requirements. For instance, if you are more focused on social recruiting, consider a product that offers social buttons for instant sharing of job postings on social sites such as LinkedIn and Twitter. Also consider any other specific needs such as whether you need video interviewing, the ability to automatically import résumés and CV parsing capabilities.
On the other hand, staffing agencies will need a product that will help them collect, organize and maintain a large database of applicants and clients. They may also look for features such as social media integration, applicant tracking, employer tracking and automated candidate matching. Some agencies may even require tracking time cards of placed candidates.
When you’re looking for your ideal solution, it would be wise to do some research about the software provider. When it comes to software systems, you might want to look for accreditations, case studies and testimonials from other customers. Your goal is to get an honest opinion on what the vendor’s customer service is like and how they function.
Keep in mind that you’re not just buying a recruiting software solution, you’re investing in the service provider’s ability to provide you with all the support you need when using their product.
Taking advantage of a free trial version or a free basic package is another way to get to know the product as well as the vendor. Consider opting for the free trial version first to go more in-depth with the product’s features and capabilities.
If a free plan is offered, take it if possible. You can simply upgrade to a premium plan later on once you’re confident with the product’s overall performance and have determined that it works well with your company’s current recruitment process.
If you have pre-existing software or applications that you use, you should make sure that these can be integrated with the software you're looking to purchase. Social media and third party integrations are common on many platforms these days but it's best to check and make sure that their API is compatible.
You’ll also find products that let recruiters monitor the social activity of candidates. Some can even pull out profile pictures of candidates from social networks. Other important factors to consider include ease of use, scalability, customization and branding options.
Recruiting software solutions, also referred to as recruitment management systems, are integral to any organization’s talent management and acquisition strategy. The system offers a centralized repository and database for all of the company’s recruitment efforts.
Recruiting and application software is often confused with applicant tracking systems (ATS). While both have similar functionalities and features, recruiting software systems actually provide more functionality and versatility than your basic ATS platform. This makes recruitment management systems the ideal talent acquisition tool for small and medium-sized businesses (SMBs) and large enterprises.
Recruiting and applicant management systems can be categorized in a variety of ways, from their core functions and features to the type of customers or users they serve. When it comes to the users or types of businesses that use this software solution, there are three main types of recruiting software to consider: enterprise recruitment software, agency recruitment software and SMB recruitment software.
This type of recruiting software is designed to integrate with human resources (HR) and enterprise resource planning (ERP) systems. It provides crucial functionality for large businesses and organizations with in-house recruiting and applicant management programs.
Recruiters working with larger organizations need robust collaboration capabilities from their recruitment management system. Enterprise-level recruiting software is capable of sharing detailed applicant data as well as receiving valuable insights and feedback from hiring managers.
Many enterprise recruitment software solutions also provide an application portal for the interested job seeker, a branded career site and internal job boards. Such features allow for efficient employee referrals as well as internal hiring. Other features you can expect from enterprise-level recruiting systems include process automation, recruitment marketing, candidate evaluation, reporting and analytics.
Many of the same features and functionality in enterprise recruiting software are also found in agency recruitment solutions. Recruiting firms need most of those features and tools with the addition of a few functions that may not be as important for most large enterprises.
For example, since recruiting firms find talent and fill positions for business clients, they may require additional financial functionality from their recruiting and applicant tracking solution.
Recruitment agencies manage a large amount of applicant data on a daily basis. They handle many resumes, social media applications, background information on candidates and job postings. They need a platform capable of handling all of these and more.
Agencies need robust applicant tracking systems and recruitment platforms that are fully capable of handling their unique needs, including data-driven candidate/applicant processing capabilities, advanced custom filtering for quick and easy searches and email integration.
Recruiting software for small- to medium-sized businesses comes with features that you’ll find in enterprise and agency-level recruiting and applicant management systems, although they may fall on a lower spectrum in terms of capacity and scale. This is because SMBs often require a much simpler hiring process with lesser demands, unlike that of larger companies and recruiting firms.
What most SMBs find more important than advanced features and functions in a talent acquisition solution is seamless integration. Hiring managers of smaller companies, for instance, want to be able to integrate existing databases and repositories with applicant tracking systems to take advantage of existing applicant data.
On the other hand, developing companies will want recruiting and application software that can scale up or down based on their current needs.
Apart from their features and capabilities, recruiting software solutions may also be categorized based on how they are deployed within an organization. Much like the majority of business process solutions in the market today, talent management and recruitment solutions come with two main deployment options: premise-based and cloud-based deployment.
Premise-based or on-premise deployment refers to software solutions that are installed and hosted on the company’s servers. This means that if you’re getting an on-premise recruiting and applicant management system, it will be installed directly on your company server and you will have to acquire a license from the developer/vendor to take advantage of the software’s full capabilities.
On-premise solutions allow full customization to match the user’s specific needs. However, this deployment option can be costly, as it requires you to purchase a license, do regular system updates and perform maintenance. You need your own IT team to handle the technical aspect of managing such a system, which also comes at an expense.
Cloud-based or cloud-hosted deployment refers to recruitment software that is hosted by the vendor in their own server. You can access the service by using a web browser and logging into your account or via a mobile app that you can install into your smartphone or tablet.
Often referred to as SaaS or software-as-a-service, cloud-based recruiting and application software generally follows a subscription-based pricing model. Vendors often have multiple subscription packages in store for you to choose from. You pick the appropriate plan for your business and you will be charged on a monthly basis.
Some cloud-based solutions will vary in pricing per month based on the number of users, while others will gradually offer more and more features and capabilities the higher up you go on the subscription ladder.
There are many benefits that businesses can gain from using this type of software, especially when it comes to ensuring a successful and efficient recruitment process. The most notable include:
Recruitment software platforms are designed to help increase the efficiency of an organization’s hiring process. This is achieved by automating the majority of repetitive and mundane tasks associated with the entire recruiting and applicant tracking process. When used effectively, the software solution should make the recruiting process easier and more time-efficient.
Talent acquisition is a collaborative effort and not a one-person job. It takes an entire team to sift through resumes and interview candidates. Whether it’s the HR department or a hiring committee, each individual in that team has a specific role to play in the hiring process.
Recruitment software provides a better experience for everyone involved and allows for a stronger collaborative process for stakeholders, decision-makers and hiring managers by having all necessary data easily accessible to anyone who needs it.
A good recruiting software solution provides users with reporting and analytics capabilities. They will be able to generate complete reports and analytics regarding their recruitment efforts on demand.
The system also provides recruiters and hiring managers with up-to-date information on how the recruitment process is moving along and offer predictive data-driven analysis on potential bottlenecks throughout the entire process.
Data can then be converted into reports and visualizations for better transparency of operations.
With recruiting and application software, users have the ability to integrate multiple applicant data sources like job boards, career sites, social media platforms, job seeker portals and internal employee referrals within a single unified system.
The best part is many software systems will provide you with the option to view all this information on a single screen or device. With centralized access, headhunters can share job postings and source multiple resumes across all channels, quickly and easily.
As previously stated, recruiters often deal with large volumes of applicants at any given time and maintaining a consistent screening process can be more difficult than one might think, especially when they’re trying to fill multiple positions.
With the candidate screening function and resume parsing, hiring managers should be able to screen many resumes instantly. From there, you will have a shortlist of applicants who fit the criteria you’re looking for, based on the skill set and experience required for the position.
Recruiting and application software can be fully utilized by human resources management teams to assist with job postings, applicant tracking and streamline processes involved in the hiring process.
This type of software ensures that the right hiring decisions are made based on insights and intuitive features and functions included within the platform.
|360 Degree Feedback||Gather and manage anonymous feedback for employees from co-workers and managers.|
|API||Application Programming Interfaces (APIs) are programmatic intersections with external products or platforms that allow for custom integrations with your own solutions or other solutions you are using.|
|Application Tracking||Assists with managing applications, interviewing, hiring and onboarding new applicants to help streamline recruiting processes.|
|Behavioral Testing||Evaluate an individuals propensity towards different kinds of behaviour.|
|Budgeting||Planning and tracking capabilities for financial budgets and plans often used to manage funds across different departments or for investor / shareholder oversight.|
|Calendar Management||Manage and update calendars for scheduling or consolidation of events across teams, departments or business functions.|
|Cognitive Testing||Cognitive tests are assessments (like IQ) of the cognitive capabilities of humans and other animals.|
|Dashboard||Dashboards are digital interfaces commonly used to visualise data or give quick access to important features and functions of online platforms. They often serve as an overview gateway in software applications.|
|Data Export||Exporting functionality can be used to streamline the migration of data sets and information across systems, platforms or applications.|
|Data Import||Importing functionality allows you to use data sets from other systems or platforms to cut down on data entry requirements or to more easily migrate records from similar applications you have used in the past.|
|Data Visualization||Data visualization features render a visual interpretation of data sets through the use of charts, infographics and other visual cues generally in form of a reporting dashboard.|
|Email Integration||Integration with email clients or providers to create and send emails as well as view received emails within an application.|
|Employee Database||Manage and update employee records in a centralised database. Used to keep information about work entry, age, past roles and other employee details.|
|Employee Engagement||Collect feedback from employees to recognize achievements, gather feedback and improve employee participation processes in the workplace.|
|Employee Incentive Management||Manage and track incentive schemes for your employees to improve performance and loyalty / retention rate.|
|Employee Onboarding||Streamlines the onboarding process for new employees in form of checklists, password and access management features, as well as other induction elements.|
|External Integrations||Integrations with other software products or platforms to improve efficiency and compatibility across systems.|
|Feedback Management||Manage feedback through the use of surveys and similar elements issued to employees and/or customers to consolidate new ideas or track employee performance.|
|Forecasting||Forecast upcoming expenses, sales, revenue, user levels, etc. through the use of predictive methods and past data.|
|Multi-User||Supports more than just one user account and generally allows for collaboration with colleagues.|
|Notifications||Includes notification support and sends you alerts with information on important events and other time sensitive instances. For example through push notifications on mobile phones or email notifications.|
|Onboarding||Helps onboard new employees or customers.|
|Personality Testing||Questionnaire or other standardized instrument designed to reveal aspects of an individual's character or psychological makeup.|
|Psychometric Testing||Standard and scientific method used to measure individuals' mental capabilities and behavioural style.|
|Scheduling||Schedule tasks, resources, appointments, payments, communications, etc.|
|Softphone||Similarly to VOIP, Softphone features allow you to make calls via the internet.|
|Soft Skill Testing||Evaluate whether an individual has the personal attributes needed to interact effectively with their peers.|
|Travel Management||Manage travel plans and expenses for employees, prospects or potential recruits through a central environment.|
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