There are hundreds of different recruiting software programs for agencies on the market. However, finding the best one is a difficult task, and assigning the right people to the right jobs to ensure they perform well is a waste of time.
Fortunately, with the right recruiting software, managing a staffing agency today does not have to be difficult or time-consuming. The best recruitment software should reduce the complexity of the recruitment process. It should automate the hiring process and make managing your daily tasks a breeze.
Recruitment app development is a way for agencies to improve the recruitment process or create a tailored solution for digital recruiting that eliminates bottlenecks and hassle. To avoid settling for the wrong supplier and help you locate the finest recruiting software, you must consider the key aspects of finding the appropriate one. Choosing the right recruiting software for your firm involves several key steps.
Identify Your Biggest Recruitment Challenges
Most agencies face complications in obtaining, engaging, and recruiting appropriate applicants for jobs. It resulted in organizations being understaffed and unable to fulfill business needs. Recruiting agencies that adopted hiring process automation emerged victorious during the pandemic and continue to do so now.
To achieve success, it is critical to understand the challenges embedded in the recruitment process that define the present situation.
One of the most common recruitment problems is selecting qualified applicants. Nowadays, technology is evolving, and the majority of business processes are adapting to digital technologies, resulting in constant shifts.
For example, most employers seek candidates who are proficient in using AI-powered tools. However, industries lack adequate time to prepare or train individuals, resulting in a disparity between skill demands and the number of suitable candidates.
Recruitment apps allow you to place applicants through pre-employment screening before conducting an interview. As a result, you can determine who may lack the necessary skills but has an aptitude for the role by administering a cognitive ability test using a problem-solving test. It allows you to efficiently weed out candidates who lack the necessary skills while advancing those who do.
Understanding the challenges you face is critical to sourcing applicants and managing the hiring process.
Identify the Features You Require to Solve Recruiting Problems
After your objectives are well-defined, it’s important to determine exactly what features will enable you to reach your goals. While you’re at it, include a list of “nice-to-haves” in addition to your must-have attributes. In this manner, you have a backup plan in case you find two suppliers that are similar and satisfy the requirements.
Similar to this, it’s a deal breaker if you find a software package that lacks one of your essential features. Since you already know what your objectives are, software that doesn’t support them isn’t the greatest choice for your company. Here are some typical features found in recruiting software to get you started:
Messaging features
A chat feature and a directory are essential for easy communication between potential candidates and the company. It allows you to contact them quickly, organize conferences, and obtain your desired answers.
Scheduling
You should be able to easily assign new hires to their roles. This feature includes a timer, location tracking, and seamless integration with third-party applications like calendar apps. It eliminates idle time and ensures that information is visible and distributed.
Employer monitoring features
It allows you to determine which companies you are staffing for and sort employers by employee quantity, industry, and location.
Applicant tracking
It is critical to track and sort applicants’ data according to their designated positions, experiences, and locations. The app allows you to quickly store information and access it when needed.
Payroll and accounting features
You don’t want to waste your time manually inputting employee working hours, leaves, PTO, etc. The features help agencies eliminate human errors and automate repetitive tasks, resulting in productivity and accuracy.
Pick the best tools by functionality and budget
Prepare your top-tier recruiting software based on features and budget. Begin comparing them based on what you require the most, their ability to solve your top hiring challenges, and their pricing.
The features of recruiting software are those that can assist or resolve your difficult tasks of screening, sourcing, interviewing, and recruiting. You may require levels of sophistication and tailored solutions for your agency.
Some apps include Al-powered and social media integration, while others focus on applicant screening, background checks, and evaluations. It is critical to compare each feature that may address your problems and suit your budget while aligning with your recruitment processes.
Divide the App Features Into Two Categories
Purchasing full-featured recruitment software with unnecessary features will only cost you more money and may result in additional challenges.
Partitioning it into “must-have features” and “nice features” will help you determine what you need and what is optional.
- Must-have features: These attributes are made up of the recruiting software’s core functionality, which is indisputable. Some of these involve Talent pools, sourcing expansion, email marketing, customer service, etc.
- Nice features: These features are important but not a critical factor in determining your core features. Your recruiting software will continue to function without them, but they have the potential to improve your hiring process. Some of the example features include click-to-call, job page design, text messaging, and email templates.
Set a Price Range for Your Recruitment Software
Understand how much you are willing to spend on recruiting software. This will allow you to narrow down your choices and avoid going over budget. According to research, 86% of recruitment agencies reported that incorporating recruiting software into their processes has resulted in seamless and quick hiring. However, it is critical to consider allocating costs for your recruiting software.
Pricing schemes differ like a box of chocolates: some vendors charge you per recruit manager, others charge you per hire, and some charge you for each employee. You can never be sure what you will get.
It is advisable to estimate the expenses of recruitment software in many ways so that you are ready to compare prices at any time and prevent any unpleasant surprises. Businesses may typically anticipate paying between $40 and $1000 per month for a SaaS solution; however, for larger organizations or recruitment agencies with high volume, expenses may be higher.
Most recruiting applications charge users separately, ranging from $60 to $160 per month. It’s better to have a range in mind than a precise amount when creating a budget.
Furthermore, some providers charge miscellaneous fees that add to the overall cost and are unnecessary for your recruitment needs. Check the costs and make sure there are no additional or hidden fees. Choose a tool that solves your recruitment problems while remaining within your budget.
Make a List of Potential Suppliers
After you’ve decided on some precise features and price ranges, you should have a select group of suppliers on your list. This is no time to compromise, so don’t include any recruitment software on this list that lacks any of your essential features! Additionally, every vendor ought to fall inside your budget.
This is often the area where hair-pulling occurs. When you’ve identified a handful of excellent — and mostly identical — vendors, how do you pick? Which do you choose — the cheapest? The most elegant user interface? By looking at other characteristics that differentiate providers, let’s get the list more focused.
Review Track Records of Vendors
It is important to assess a vendor’s track record and supplementary services in addition to features and cost. Vendors give more value to their software in the following areas:
- technical assistance;
- client testimonials, case studies, or references;
- security features and accreditations;
- and/or a strong employee referral program or HR suite integrations.
Get rid of any suppliers that can’t provide your company with the security, integration, or support it requires.
Have a Test Drive
Taking a test drive is the last stage in the selection process. To see the product in action, schedule a demo or sign up for a free trial. Benefit from free trials and check out the program for yourself. You could find items you never knew you needed or see that businesses are hiding mediocre features behind beautiful user interfaces.
Choosing should be simple after you’ve used the program and established that it meets your business objectives. Essentially, the procurement of software follows a similar procedure to that of hiring a new employee: specifications are established, prospects are chosen, and skills are evaluated. You may choose the best recruitment software for your company by following those steps.
Wrapping Up
There are top recruiting software options on the market that offer robust features to assist you with recruitment processes. Remember that each tool has its own set of advantages and disadvantages, so choose the one that best meets your agency’s needs while remaining within your budget.
Find a recruiting software provider who can create customized solutions for your recruitment challenges and understand your agency’s requirements.
