Recruitment is the process of searching for, evaluating and hiring people to join your organization. It’s typically carried out by recruiters and HR managers. They’re responsible for filling the open position in a timely, efficient manner. Recruiting entails a wide range of tasks with the end goal of hiring individuals with the desired work experience and characteristics.
For example, with recruiting software, users can examine several candidates’ resumes and gather their key points by using resume parsing tools. Automating resume extraction helps you focus on the task at hand, which is identifying candidates that you’d like to interview. Once you’ve selected your candidates, recruiting software can help you schedule interviews with built-in or integrated calendars. Your coworkers have visibility into the candidate pipeline on the platform, and you’re well on your way to filling your open position. These are just a couple of capabilities of recruiting software, a tool for expediting and optimizing the hiring process.
Attract and search for candidates
The first step in the recruiting process is candidate sourcing. Candidate sourcing begins with writing a job description and distributing the posting wherever potential candidates may see it. Most recruiters like to “cast a wide net,” or promote open positions in many places, as to catch the eye of passive candidates who may have otherwise not been privy to the opportunity.
Recruiting software can automatically share your job posting to several platforms at once with the click of a button. A more advanced program could track which of those platforms are generating the best candidates and employees. Another key feature is a career portal or a branded company website that candidates can log into, view and apply for your open positions. Other candidate sourcing tools include:
- Career website integration
- Social media platform integration
- Open position search capabilities
- Single-click applications
After you’ve selected a pool of candidates, it’s time to start evaluating them. Evaluation processes vary from one company to the next, but a general workflow includes pre-screening, interviewing responsibilities, resume management and referral and background checks. Some systems facilitate a collaborative, transparent hiring process with messaging or note-taking capabilities. Another example is assistance with interview question creation, which saves you time, promotes consistency and mitigates biases.
At this point, you must be able to stay organized and effectively communicate with team members and applicants. Recruiting software can help you with all of these tasks so you can focus all of your energy on the applicants and making the best decision. Some tools that can help you accomplish candidate evaluation include:
- Resume parsing tools
- Bulk resume upload
- Referral checks
- Background checks
- Calendar integration
- Automated pre-screening
Manage candidates and employees
Throughout the entire recruiting process, candidate management is one of your most foremost tasks. Recruiters must keep track of candidates’ names, contact information, key resume points, interview times and more. At the end of the selection process, it’s time to onboard the new employees. Managing applicants and new employees can become especially daunting if your organization has several positions to be filled at once.
Many recruiting software systems include a candidate pipeline, which is a tool for tracking applicants and their respective information throughout the hiring process. A candidate pipeline may have drag and drop capabilities for ease of use or a feature for tagging coworkers on items you need them to see. Some other candidate management tools to look for in a system are:
- Alerts and notifications
- Auto-response mechanisms
- Duplicate management
How Do I Know I’m Ready for a Recruiting System?
There are a few pivotal signs that your business might be ready to implement a recruiting system. Here are some of the factors that might indicate it’s time to upgrade your operations:
- Open positions are staying open for long periods
- Candidate pipeline is disorganized or has bottlenecks
- You’re looking to improve recruiting operations, whether that means increasing recruiter’s productivity or promoting diversity and inclusivity in hiring
- You’re having trouble finding the right talent
What’s the Difference Between Recruiting Software and an ATS?
An applicant tracking system (ATS) is designed to search for candidates and track applicants just like recruiting software, but it doesn’t have as many capabilities. Recruiting software is a large suite and other programs, such as an ATS, fall under it. An ATS feature is an excellent asset for any recruiting system, as it’s responsible for some unique, essential capabilities. Here are a few:
- Automated resume parsing
- Automated email responses
- Candidate search
- Advanced integrations to career websites
- Mobile-optimized job applications
How Do I Select a Recruiting System?
Before you begin the recruiting software selection process, you need to determine the staff’s bottlenecks and issues. Once you have that information, you can decide what software features will improve operations and search for vendors that offer them. Read our Recruitment Software Requirements Checklist to get started. It’s a guide written to help those in the early stages of the software selection process that outlines the standard recruitment system features.
If you’d like to speak to someone about your software selection process, reach out to our team for individualized recommendations. We’d love to help – send a message to [email protected] or call 877-692-2896.