Best Recruiting Software

Recruiting Software Guide

Recruiting software is a type of software designed to help companies and other organizations manage the recruitment process more efficiently. Recruiting software can help streamline the entire hiring process for employers, from job postings to applicant tracking, interviewing and onboarding.

The main purpose of recruiting software is to reduce the amount of time it takes for a company or organization to find qualified candidates by automating repetitive tasks such as posting job listings and sorting through applications. This type of software helps increase productivity by automating much of the tedious paperwork associated with recruiting while providing a consistent framework for decision-making and data gathering.

Recruiting software often includes features such as job boards integration, automated searching, resume parsing, resumes scoring, multi-language support and reporting tools. Job board integration allows recruiters to post jobs on multiple websites at once which saves them significant time when advertising positions to potential applicants. Automated searching makes it easier for recruiters to quickly locate candidates who meet specific criteria that they specify in the search query fields. Resume parsing allows recruiters to scan incoming resumes for keyword searches so they can identify relevant information from each document at a glance. Resume scoring provides recruiters with insights into how well each candidate matches their desired criteria based on their qualifications and experience level compared against other applicants. Multi-language support ensures that all communication between the recruiter and candidate is consistent regardless of which language either party speaks or understands. Reporting tools allow recruiters to track progress over time so they can monitor results and adjust their strategy accordingly if needed.

In addition to these features, many recruiting softwares are now offering services like pre-employment assessments as part of their platforms which allow companies/organizations to get deeper insights into candidates before making an offer or even starting negotiations with them. This helps ensure that the best possible candidates are chosen quickly without wasting any time on those who don't fit the profile that is being sought after by employers.

Overall, using recruiting software has numerous advantages over traditional recruitment methods like newspaper ads or headhunting firms due its convenience, efficiency and cost savings in terms of both time spent looking for new talent as well as money saved from not having pay third parties fees associated with headhunters/recruitment agencies or advertisement costs associated with print media outlets like newspapers/magazines etc..

Recruiting Software Features

• Automated Job Postings: Allows hiring managers to publish open positions on multiple job boards, as well as social media sites, which helps to generate a larger applicant pool. This can also be done in an automated fashion.
• Applicant Tracking: Automates the recruitment process by allowing job seekers to submit applications, resumes, and other documents online. The ATS can then sort through these documents and flag promising candidates for further consideration.
• Applicant Screening: Recruiting software provides applicant screening tools that help recruiters quickly and easily narrow down a large list of applicants and identify the most qualified candidates. These tools often include screening questions, skills and experience assessments, and job-specific tests.
• Interview Scheduling: Enables recruiters to quickly set up virtual or in-person meetings with applicants, track availability of team members being interviewed, and make sure that each candidate’s experience is smooth and satisfactory.
• Reference Checking: Recruiting software includes automated reference checking tools that help recruiters quickly and easily verify the credentials and background of each candidate. This feature helps recruiters make sure that a candidate is the right fit for the job.
• Offer Management: Recruiting software provides offer management tools that help recruiters quickly and easily send job offers to candidates and track the status of each offer. This feature helps recruiters ensure that they make the best offer to the right candidate.
• Background Checks: Recruiting software provides instant background checks on potential hires to meet compliance requirements and protect against any potential risks associated with bringing an employee on board.

There are many types of recruiting software that offer additional features as well.

Types of Recruiting Software

• Applicant Tracking System (ATS): These systems are used to manage all aspects of the recruitment process, from job postings and applicant tracking to reporting and analytics. They usually include features such as automated workflow management, resume parsing, candidate screening, email notifications and more.
• Resume Parsing Software: Resume parsing software is used to automatically extract data from resumes and store it in a readable format. It helps recruiters quickly identify candidates who meet certain criteria and also allows them to search through a database of resumes quickly.
• Video Interviewing Software: This type of software is designed to facilitate remote interviews and make the recruiting process more efficient. It allows users to conduct and record video interviews with applicants from anywhere in the world, making it easier to quickly identify the best candidates for their needs. Features may include candidate evaluation tools, automated reminders, recording capabilities and team collaboration features.
• Talent Acquisition Software: Talent acquisition software is used to manage the entire recruitment process. It can be used to post job openings, filter applications, track applicants, and schedule interviews. Talent acquisition software also allows recruiters to collaborate with other team members on hiring decisions.
• Social Recruiting Software: Social recruiting software helps recruiters tap into the power of social media to find potential hires. It allows recruiters to search for candidates on social media sites, post job openings, and communicate with job seekers.
• Candidate Relationship Management (CRM) Software: Candidate relationship management software is used to manage relationships with job seekers and monitor their progress throughout the hiring process. It allows recruiters to keep track of candidates, send automated emails, and track the success of their recruiting efforts.
• Recruitment Marketing Software: Recruitment marketing software enables companies to conduct marketing and advertising for their job postings and open roles.
• Candidate Sourcing Software: Candidate sourcing software is a computer program designed to streamline the recruitment process, allowing employers to quickly search through job applications and identify potential prospects. It can automate many of the time-consuming tasks associated with the hiring process, such as managing resumes and scheduling interviews.

What Are The Benefits Of Recruiting Software?

This versatile tool may be used by staffing and recruiting professionals or in-house recruiters. Either way, the result is saved time, money, and energy and increased probability of ideal hires. Typical recruitment involves manually entering candidate data and tracking applicants through spreadsheets, email, and so forth. With this software, recruiters can upload the candidate’s info, store it in the database, and then recall the information quickly and easily as needed.

The entire hiring process is also more efficient and timely, and it lowers the administrative burden within the hiring process. A good example is in automated tools capable of screening out candidates not qualified for the job. Another example is in automated tools that directly route the applicants who are qualified to the hiring manager or most appropriate recruiter.

Recruiting tools provide a better avenue for candidate communications. Of course, this in turn bolsters the probability of a company hiring its top choices.

The reporting capabilities even allow recruiters and companies to track the various graphics of hires. This enables hiring staff to target channels and areas producing the best return in their hiring investments and back away from avenues that aren’t producing the desired hiring results.

Additional benefits include:

1. Automation: Recruiting software provides a streamlined, automated process for candidates to apply to open positions. The software can also automate tedious tasks such as sorting through resumes, scheduling job interviews, and generating application summaries. This allows recruiters to focus on more important aspects of the hiring process.
2. Increased Efficiency: Recruiting software helps streamline the hiring process by providing an efficient workflow and reducing redundant paperwork. By automating the tracking of candidate data, recruiters can spend less time manually updating information in their databases and more time engaging potential hires.
3. Cost Reduction: Implementing recruiting software can help reduce costs associated with manual processes such as mailing physical resumes or making long-distance phone calls to schedule job interviews. Additionally, recruiting software can detect duplicate applications that would otherwise go unnoticed, saving companies money by eliminating unnecessary applications and interviewing expenses.
4. Talent Insights: The reporting features available in many recruiting systems enable companies to gain valuable insights into their talent pool. This includes metrics such as applicant count per position, average interview length per position, top sources of qualified applicants, and other key metrics that help measure recruitment performance over time.
5. Increased Visibility: Recruiting software increases visibility across teams by giving all stakeholders access to key information about candidates at any given stage of the recruitment process. This ensures everyone is on the same page when it comes to evaluating prospective hires and managing the recruitment pipeline overall.

Who’s Recruitment Software Designed For?

If applicable, buyers should first consider whether or not a recruitment software solution integrates with their current HRMS. EEO law compliance should also be taken into account.

Recruitment software is first and foremost job-driven, and each function is ultimately designed to match positions and candidates. The driving force behind that main objective is the difference, however, and that depends on who it is buying the software.

While that core purpose remains true for all buyers, it’s imperative to consider who exactly is doing the buying in order to get the right product. Most buyers fall into one of two categories: corporate in-house recruiters or private recruitment and staffing agencies. Beyond the core features, both categories will generally have very different functionality needs from recruitment software.

Agency recruitment software needs often translate to candidate-driven solutions. In other words, the agency’s objective is to fill positions according to the specifications of their clients (the employers.) In order to send the clients passive and active candidates, the agency needs to have a significant database of searchable candidates to pull from and ultimately fulfill the order.

Agencies may also need supplemental features to manage client information and candidates that are placed, such as managing job requests, contractor portals, and time sheets.

Such needs are being fulfilled by vendors, such as COMPASSION, myStaffingPro, and PCRecruiter, who are offering products specifically geared toward agency recruitment software solutions.

On the other hand, in-house recruiters typically have much different software needs for recruitment since their workflow is centered around posting job openings, managing their company’s career center page, screening applicants, passing on qualified applicants to the relevant departments and managers, and collecting interview feedback.

The difference in driving force is clear, but that doesn’t mean there isn’t overlapping in the needs of both agencies and in-house recruitment staff. An agency recruiter, for example, may be tasked with posting job offers on various job boards. Meanwhile, an in-house recruiter may need a searchable database to store previous candidate information.

One of the best things about ATS systems is that their core functions cover the basic needs of both categories of buyers. Referral technology to increase the number of applicants, for example, will generally be a universal need.

Keep in mind the type of recruiter using the software and what functionality is required when looking at both standalone recruitment software solutions and resources that are part of a broader HRIS package.

Types of Users of Recruiting Software

• Job Seekers: Individuals who use recruiting software to search and apply for jobs.
• Recruiters: Human resources professionals who use the software to post job openings, review applicants, and coordinate interviews.
• Employer Brand Managers: Professionals responsible for managing a company’s onboarding process, maintaining employer brand messaging, and curating candidate experience.
• Hiring Managers: Executives tasked with crafting job postings, screening candidates, and selecting qualified personnel.
• IT Administrators: Technical staff that manage the software’s installation and troubleshoot any potential issues.
• Company Leaders/Management Teams: High-level executives that track performance metrics related to recruitment initiatives and provide strategic direction for finding team members.
• Data Analysts: Professionals that use the data from recruiting software to develop insights about the hiring process and make improvements in their organization's talent strategies.
• Candidates: People who use the platform to create profiles, submit applications, and communicate with recruiters.

Comparison Of Recruiting Software Vendors

Don’t get overwhelmed by the volume of recruiting software vendors. Looking at the general trends and specific features of each vendor can quickly help companies find the right vendor for their needs.

SaaS Solutions

HR software vendors are steadily moving away from in-house solutions that require on-premise housing and one-time licensing, and the same is true in recruitment softwares. The trend is in web-based software solutions that involve a subscription fee by the month or year in exchange for use of the entity’s software.

SaaS vendors are offering solutions for companies of all shapes, sizes, and niches. Tiered solutions enable enterprises, agencies, and SMBs flexible and scalable solutions to their recruitment software needs.

Suites And Integrations

Consider integrations first in selecting a vendor. Recruiting tools are often designed as standalone systems. This is an important note for companies with existing HR systems in place, such as LMS or payroll software. It can be a nightmare if the recruitment software doesn’t integrate with other softwares.

For those without such existing systems or outdated systems, it may be best to look at all-in-one full HR suite solutions to handle both recruitment and particular facets of the HR process.

The Marketing Of Hiring: Social Recruiting & Analytics

The hiring process has become something much akin to the marketing process. Social recruiting via social networks like Facebook, LinkedIn, and Twitter is a huge trend for talent recruitment and management. Hiring professionals use the portals to advertise directly, promote job board listings, and seek out passive candidates.

Thanks to recruitment software’s detailed tracking and analytics, recruiters aren’t just randomly creating videos, ads, and hiring websites. Recruiters and hiring managers can use the results to assess what avenues best attract the most ideal talent and make easy transitions to devote energy and funds where it’s most fruitful.

How To Select The Ideal Recruiting Software And Vendor

1. Identify Your Needs: The first step to selecting the right recruiting software is to identify your organization’s specific needs. What features are necessary for your recruitment team? Are you looking for features such as a resume database, automated job postings, tracking of applicants and resumes, or applicant scheduling? Make a list of all the features you need the software to have before making your decision.
2. Research Software Vendors: Once you’ve identified the type of recruiting software you need, it’s time to research different vendors. Compare pricing plans and read customer reviews so that you can be sure that the software you select meets your requirements and budget. Use the tools on this page to compare recruiting software by features, pricing, user reviews, integrations, regions, and more.
3. Ask Questions: After narrowing down a few options, contact each vendor with any questions or concerns regarding their software or services that they offer. This will help ensure that the vendor will provide exceptional customer service if needed after purchase and implementation of their product.
4. Check Usability: If possible, test out the user interface (UI) of each piece of recruiting software that you’re considering purchasing. Make sure it is intuitive and easy-to-use so that your recruitment team can quickly navigate through its features without any difficulty.
5. Evaluate & Select: After evaluating multiple pieces of recruiting software, select one that best meets both your organization’s needs and budget constraints while still providing an exceptional user experience for your recruitment team members.

Recruiting Software Trends

1. Automation of the Hiring Process: Recruiting software has advanced to the point where the entire hiring process can be automated, from job postings and applications to assessments and background checks. Automation reduces the amount of time recruiters spend on manual tasks, allowing them to focus on more strategic activities.
2. Utilization of Artificial Intelligence: Recruiting software is increasingly utilizing Artificial Intelligence (AI) technology to improve efficiency and accuracy of the hiring process. AI can be used to analyze job postings and resumes, identify qualified candidates, and assist recruiters in making the best decisions.
3. Integration with Social Media: Recruiting software is becoming more integrated with social media platforms, allowing recruiters to better leverage their networks for finding qualified candidates. The software can be used to post job openings on social media sites and track responses, as well as to search for potential candidates.
4. Optimization of Candidate Experiences: Recruiting software is increasingly being designed to optimize the candidate experience. It can be used to easily guide candidates through the application process, provide personalized communication, and make it easier for candidates to submit job applications.
5. Gamification of the Hiring Process: Gamification is being utilized by some recruiting software to make the hiring process more engaging and enjoyable for candidates. This technology can be used to create interactive assessments, provide feedback, and make the hiring process less intimidating.
6. Leveraging of Big Data: Recruiting software is increasingly leveraging Big Data to better analyze job postings and resumes, identify qualified candidates, and provide actionable insights to recruiters. Big Data can also be used to track recruitment metrics and make data-driven decisions.

How Much Does Recruiting Software Cost?

The cost of recruiting software can vary greatly depending on the features and functionality you are looking for as well as the size of your organization. Generally, these solutions range from free versions with basic capabilities to high-end packages running into thousands of dollars.

Free recruitment software typically offers a limited set of features, such as job postings, applicant tracking and resume management. Mid-tier products usually offer a larger selection of features, including candidate screening and assessment tools, automated email campaigns and reporting analytics. High-end products generally offer more advanced features such as predictive analytics, integration with third party services like background checking and automated onboarding processes.

For small businesses just getting started with recruiting software, some basic packages may start around $50-$100/month. More comprehensive packages often range in price from $200-$400/month or higher depending on your needs.

Organizations with large teams may need to look at enterprise-level recruiting solutions that come with additional support services and customization capabilities. These solutions can be quite expensive (often starting around $1000/month) but they can provide an advantage in terms of scalability and flexibility for bigger organizations.

What Software Does Recruiting Software Integrate With?

Recruiting software can integrate with a wide variety of other software solutions, including payroll systems, applicant tracking systems, customer relationship management (CRM) platforms, human resources information systems (HRIS), document management systems and more. Payroll integration allows organizations to quickly and accurately process paychecks for current employees in addition to job candidates that have already been hired. Additionally, CRM platforms integrated with recruiting software can provide an automated way to manage the recruitment journey from candidate onboarding through hiring and beyond. Furthermore, HRIS integration enables employers to better track employee data, streamline recruitment processes and identify areas of improvement in their recruitment system. Document management solutions are also important for integrating recruitment activities with other operational tasks such as background checks and insurance verifications. These integrations help recruiters save time by automating tedious administrative tasks and make better decisions about their organizations' staffing needs.