In today’s digital world, companies are clamoring to win the talent race and they’re not making it easy for each other. Whether you’re running a small-, mid-, or large-sized business, you’d want to get your hands on capable employees. But it’s not just you, especially now that businesses can establish themselves online. The competition is tight for both applicants and recruiters to stand out and achieve their goals.
The recruitment process becomes a very stressful and overwhelming responsibility for your team. And that’s especially true if you’re utilizing modern recruitment trackers and applicant tracking systems. They consist of AI that can help you automate parts of the procedure, making it efficient. But that doesn’t mean the AI will do everything because it’s just an assistant.
As recruitment trackers modernize, we find more innovative ways to improve the hiring process. They identify obstacles and create solutions, giving recruiters more tools to work with. And here, we’ll talk about recruitment software and why you need them in the current digital world.
What Is Recruitment Software?
You can say that recruitment software is the culmination of the industry’s digital transformation. It disrupted the industry in a good way, changing how it operates and interacts with applicants. The recruitment platform consists of tech and data solutions to simplify admin tasks. It will increase your team’s operational efficiency tremendously, saving so much time and effort. And in an age when recruitments are highly competitive, a business can’t go on without it.
Imagine it: less time buried in paperwork and manually managing spreadsheets. The software will give you more time to eliminate and address your company’s recruiting process gaps. You’ll find systems with better product quality and enable improved customer retention. This means recruitment software also produces happier employees and candidates.
But keep in mind that there’s currently no one-stop-shop kind of recruitment software. There are several versions with different functions but similar goals, like ATS software and CRM. And we will discuss those various types of recruitment software so you’ll know which ones you need.
Best Kinds of Recruitment Software
Applicant Tracking System
It’s very common for HR and recruitment departments to use ATS software for their hiring needs. Statistics say that 75% of recruiters use them, and so do 98% of Fortune 500 companies. That’s why it can serve as the backbone of your company’s hiring strategy. It can be the center of your recruitment tech stack, having other software complement it.
In other words, ATS is the kind of software that can support recruitment automation and staffing operations. It even has features that allow it to be the central database for all candidate-related information. Examples of these are CVs, resumes, applications, and more.
An ATS system can differ in complexity and functionality based on your company’s needs. But a small business can find everything they need from the free versions online. The ATS doesn’t just store data, but also sifts through resumes that match your criteria. Another thing it can do is post on several job sites once you’ve filled out a form that is efficient and economic.
Sourcing and Finding Applicants
Sourcing and finding applicants and candidates is the first step of the recruitment funnel. But it is like a battleground where companies are battling each other to get the best candidates first. You’d want to be well-equipped to execute your strategy and find those talents who are the cream of the crop.
Social media aggregators and resume spiders are great software to source candidates. We will get into detail for each of those, starting with social media aggregators. That software conducts searches on social media platforms to find potential candidates. You enter your criteria and they’ll look for people that satisfy it, giving you a list to look at. This saves you so much manual sourcing time and finds passive candidates who haven’t sought you out yet.
Meanwhile, resume spiders are software that scour the web for resumes on job sites and personal websites. It’s also capable of searching for resumes within your current database that fit your standards. It’s a powerful tool that helps you make the most of your database to find talents that have shown interest in your company. Even if you couldn’t hire them last time, it doesn’t mean you shouldn’t reach out when a job opening presents itself.
You can easily see how it’s similar to social media aggregators but has a different specialty altogether. Social media aggregators focus on social media platforms while resume spiders scour for resumes. Both types of software can significantly improve your sourcing efforts.
Conversion Tools
Conversion in terms of recruitment isn’t about making every website visitor into an applicant or candidate. The goal is to attract and convert as many qualified applicants as possible. You can track the conversion rate with website analytics tools, giving you abundant information. You’ll find out how they got to your website and using that info, improve your conversion strategy.
You can take it up a notch by using heat mapping software which is higher-tier website analytics. It gives you insights on what visitors do on your website in the form of a graph. You’ll know what content they look at, ignore, and click until they decide to leave the site. The warm colors on the graph show where activity is the highest. Meanwhile, cool colors indicate which areas of your site were overlooked by the visitor.
And finally, retargeting software can be just what your company website needs. Candidates often don’t apply to your website after their first visit, but the software keeps them engaged. Those prospective candidates will see your job advertisements and other content when they surf the web. And this can go on until they’re converted into your candidates or applicants.
Why Do You Need Recruitment Software: 3 Reasons
Improved Productivity and Hiring Efficiency
In any industry, digital tools assist you in speeding up daily processes in different ways. They can automate administrative tasks, like keeping applicant records and scheduling interviews. Some recruitment software can also automatically send out rejection emails to candidates.
Recruiters who use applicant tracking systems can screen candidates efficiently. That’s because it’s a centralized place that contains candidate information that your team can access. No one has to open and read a resume file one by one to assess them. Everything is viewed on the same page which may sound trivial until you have several job openings. And suddenly each job opening has over 50 candidates that need to be screened.
This also benefits the candidates because the process will go faster and more conveniently for them. They’ll have auto-filling application forms and one-click apply buttons available. They’ll also receive messages, feedback, and follow-ups from your team regularly. And this will breed a positive candidate experience which also improves your company image.
Improved Metrics and Analytics
Gathering and analyzing data manually on your own can be a time-consuming task. And it can even be inaccurate in some cases because humans tend to make mistakes. Fortunately, recruitment software can automatically collect metrics, like pipeline reports. You’ll have a snapshot of your hiring process, allowing you to identify and eliminate problems. You can avoid delays and bottlenecks in the pipeline while capitalizing on the lucrative sources for candidates.
It’s important to keep in mind that with great data comes great efficiency and responsibility. You have to carry the responsibility of enriching your soon-to-be employees’ futures. By improving your processes and your company, you’re showing them what kind of company they’ll work for. And that can be an inspiring thing for applicants, further motivating them to do well under your guidance.
Efficient Candidate Evaluation
Recruitment software has made it possible to make candidate assessment more efficient. AI solutions and tools can help screen applications faster due to filtering options. And there are several evaluation tools now that can shortlist your candidates, like video assessments. This will help you assess their presentation, communication, and negotiation skills.
This also makes candidate evaluation more flexible because of video interview features. You can assess applicants remotely rather than traveling long distances or limiting your talent pool. It can also hasten the interview stage because HR can just review the recordings.
Conclusion
In today’s digital world, recruitment software has become the bread-and-butter of hiring processes. Otherwise, it’s almost impossible to keep up with the increasing competition. You’d want to get the best talents as soon as you can, before your competitors snag them from you. And what better way to do that than with your recruitment tech stack?
The term “recruitment software” is just an umbrella term for a variety of programs for hiring. They can be in the form of ATS systems, sourcing tools, and conversion tools. All of them simplify stages of the hiring process, allowing a more efficient way to acquire talents.
They can automate administrative tasks, improve metrics, and help evaluate candidates. You can use ATS software to post on various job posting sites. Your social media aggregator can find passive candidates who haven’t applied to your company yet too. These are all tools that can help you stay ahead of your competitors in recruiting qualified candidates.
