At the core of a company’s success is the people who are involved in it. Thus, the pressure of choosing the right candidate for a job on recruiters is tremendous. That being said, there are several HR recruitment software that can significantly reduce the burden and prevent hiring specialists to face the burn out. From providing a centralized platform to assess applicants to sharing job openings on many job boards from a single place, and more, the applicant tracking systems or HR softwares can accelerate your hiring process and help make data driven hiring decisions.
However, quite the opposite can happen too. The wrong recruiting tools can cause more harm than good. If you are wondering why even with an ATS your competition is snatching away top candidates or how your hiring efficiency has reduced. No, don’t take the blame on yourself, it might be your HR software. With this blog, we discuss the signs that you need to look for in your current HR software to confirm that it’s time to make a change.
Types of HR Recruitment Software
Before we move on to evaluating recruiting tools, let’s examine their types. Which among these are you using?
- Sourcing Software: Candidate sourcing software helps in the initial stages of the hiring process. They assist recruiters in finding and attracting potential job seekers from channels like job boards, social media platforms, and professional networks. It makes identifying and engaging with suitable candidates easy, enhancing recruitment efficiency and helps widen the pool of talent available to organizations.
- Applicant Tracking System: An applicant tracking system is a comprehensive tool that helps recruiters monitor and track applicants. Whether preparing a customized careers page or flourishing a streamlined onboarding process, the tools have a solution for every step of the recruitment process. Being comprehensive Applicant Tracking Systems can cost on the hire side and growing organizations or small companies might find it difficult to fit one in their quarterly budget.
- Candidate Screening and Matching: There are specialized tools like Skima that offer AI driven resume screening and candidate matching services. The tool quickly scans your existing talent pool against the specified job role and identifies the best candidates for the role, ranking them with an AI Matching Score. As independent software you can also integrate it to any ATS and export/import candidate information effortlessly.
- Conversational Hiring Software: These are automated chatbots that are generally used to engage the candidate in the initial steps of recruiting. They are also used to screen and evaluate applicants before pushing them to the human round.
- Interviewing Software: As the name suggests, these tools help in candidate interviews, scheduling, and feedback collection. It streamlines the hiring process by automating tasks like candidate screening and interview coordination, improving efficiency, candidate experience and ensuring a structured and organized approach to candidate evaluation via interviews.
5 Signs You Need A New HR Recruitment Software
Team and workload is growing
One of the primary reasons why efficiency drops even with a reputable HR software is because of increasing workload. It might just be that at the time of choosing your current recruiting software, the workload or team strength would have been small. Moreover, you might not have considered your future demands during the finalization process. So, if your team has grown but your software is still the same, you might think of choosing a different one. What you can also do is check the plan you are using and if an upgrade is available.
Wrong recruiting tool
Having the right tools is important to streamline your recruiting process. If you think picking only an ATS will do the job for you, think again. For example, if one of the most time consuming aspects of your process is screening candidates but your ATS doesn’t do that or even if it does, the technique it employs is outdated, you will face issues discovering the right candidates for a job. Hence, reevaluate your need for an HR software and if budget is an issue, choose a software in the hiring step that takes the most time.
Outdated features
If your current HR recruitment software lacks modern functionalities such as AI-driven candidate screening, chatbot assistance, or mobile optimization, it may hinder your ability to effectively attract and assess top talent. Upgrading to a system with advanced features can enhance efficiency, accuracy, and overall candidate experience. This will ensure your recruitment process remains competitive and relevant with time. So, just go on the internet and check for the best HR software, compare it to yours and see what features you are missing out on and if choosing a software with those features will add value and reduce time to hire.
Restricted integration
When your HR recruitment software fails to seamlessly integrate with other essential systems like applicant tracking, payroll, or employee onboarding, it disrupts workflow and compromises data integrity. This leads to inefficiencies, duplication of efforts, and potential errors. Just see if you are performing tasks that a HR recruitment software must and you will have your answer. Without the flexibility of integration, you can struggle to access a comprehensive view of candidate profiles and employee data, blocking strategic decision-making and overall organizational effectiveness. Upgrading to a recruitment software with robust integration capabilities ensures smooth data flow across all HR functions. This will also enhance collaboration, productivity, and ultimately, the quality of hires.
Struggling candidate experience
If applying for a job is hard or confusing because of your recruitment software, good candidates might get put off. Complicated forms or unclear instructions can make them frustrated and less interested in working for your company. Making it easy for people to apply and keeping them informed can help attract better candidates. Consider getting an HR recruitment software that's easier to use and makes the application process smoother. This way, you can give candidates a better experience and improve employer branding.
Stretched hiring process
Slow or complex recruitment software delays hiring, impacting business efficiency. Candidates lose interest with prolonged wait times, risking the loss of top talent to faster offers. Upgrading to efficient software accelerates hiring, maintains candidate engagement, and prevents missing out on key hires. Streamlining hiring processes is vital for competitiveness in the job market.
Unclear insights
Insufficient data from your recruitment software hampers insights into your hiring process. Without it, pinpointing strengths and weaknesses becomes challenging. Detailed analytics reveal effective job boards, dropout points in applications, and time-to-fill metrics. Upgrading to software with robust analytics empowers informed decision-making, enhances hiring strategies, and attracts top talent.
How to choose a HR Recruitment Software?
Now that you know your current HR software isn’t enough and a switch to another one is important, here are some aspects you can consider to make sure the next recruiting software you choose is just right.
Strat by determining what you aim to achieve with the software. Whether it's attracting more candidates to your careers site, engaging with passive candidates, or reducing turnover rates. Once you've identified your goals, assess the features necessary to accomplish them. It's crucial that the software integrates smoothly with your existing platforms, including social media, email, career sites, and any other recruiting tools you currently use. Look for features like email automation, ad publishing, and candidate relationship management to streamline your recruitment process.
Additionally, prioritize software with robust sorting and filtering capabilities, which enable you to quickly identify suitable candidates. Ensure the software offers intuitive reporting and analytics functions, allowing you to assess the effectiveness of your hiring efforts. Evaluate the clarity and usability of the reporting features, and determine whether you'll need assistance in setting up data extraction from various sources.
When vetting vendors, present your list of essential features and request pricing tailored to your organization's needs, considering factors such as the number of users. Explore reputable options in the market that align with your requirements, ensuring you choose a solution that enhances your hiring process effectively.
