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7 tips for choosing your recruitment software

7 tips for choosing your recruitment software

5 minutes

Feb 27, 2023

Written by Théo Janot

In recruitment, there have been many changes over the past fifty years, thanks to the advent of the internet and computers. These changes have made recruitment more comprehensive but also more complex, leading to the emergence of the recruitment software market.

Let's define them first.

A recruitment software is a computer tool used to facilitate the recruitment process, with most of them being Applicant Tracking Systems (ATS). They enable companies to search and select candidates, manage their recruitment processes and candidates, as well as communicate with the selected ones. They can also be used to search for talents on recruitment sites and social networks, as well as for remote interviewing and job offer dissemination. It is a key tool for tracking your applications.

Finding the right recruitment software is an essential step for any company wishing to optimize its candidate management process.


Why use recruitment software?


Using a candidate management software has many advantages:

  • Centralization

To ensure recruitment, you advertise your job openings on various platforms, after which you may receive a very high number of applications in your mailbox. With this tool, sorting is instantaneous and concentrated in one place.

  • Tracking

Recruiting is certainly very important for the company, but being able to measure it is equally important. Recruitment software can help you track your progress through statistics and reporting. With this, you can study your recruitment process in more detail.

  • Regulation

As you know, digital data is subject to the General Data Protection Regulation (GDPR). However, it is not easy to think about modifying or deleting the data of a particular person. Most ATS offer automated data management.

  • Time

Recruitment is not an easy task, especially since it is a long process that involves various steps, from preparing the job offer, disseminating it, managing applications to selecting and integrating the right candidate. This is valuable time that can be lost, but an ATS can help you organize this and optimize your time. You can then focus on the human side of recruitment.

  • Costs

If a recruitment software makes your tasks easier, it improves your productivity, and as we know, time is money. Some may even offer reduced prices to share your ads on job offer sites.

  • Employer branding

An ATS can enhance your employer branding as it offers a better experience for candidates. Some can be configured to send automated communications to candidates at every step of the recruitment process. This means that candidates can be kept informed of the status of their application and can contribute to creating a positive image of the company and a sense of respect.



Significant advantages to ensure your success

Given the large number of recruitment software available, choosing the right one can be a daunting task. We will now lay the groundwork for selecting recruitment software for your organization.


1 - Analyze your needs


The first point in choosing the right recruitment software is to identify and define your needs. This involves analyzing your current recruitment process, identifying areas for improvement, and determining essential features for your organization.

For example, do you need software that automates job posting, selection, and interview scheduling? Do you want software that gives you an overview of your recruitment metrics and return on investment? The answer to these questions will help you narrow down your options and choose the software that best meets your needs.

There are many tools and features available, but you need to choose those that help you optimize your time. These may include:

  1. Sourcing to facilitate your online candidate search
  2. Multiple job postings to increase your chances of finding the talent you need
  3. Managing applications to centralize your information
  4. Communication with candidates to facilitate relationships.
  5. Creating a career site to increase the accessibility of your ads
  6. Co-opting, so that an internal collaborator can recommend a candidate from his personal network for your job searches
  7. The assessment to evaluate your candidates on their technical and behavioral skills as Yuzu does through Video Game
  8. The reporting and analysis functions, so as to provide you with valuable information about your recruitment indicators, such as time to hire, cost per hire and source of hire.

Another question is who will use the software? This is why it is important to determine its users. Different actors such as managers, directors, HRDs or recruiters can also have access to it without having the same use. It is therefore necessary to identify the needs of each person in order to choose the right software: a recruiter who wants to manage all the applications, a manager who prefers to focus on his team or a HRD who wants to have a global view of recruitment.

In general, medium-sized companies opt for a simple solution to manage job offers, applications and selection criteria. On the other hand, recruiting firms and temporary employment agencies need a more comprehensive tool to manage permanent and temporary employees and payroll.


2 - Look for software that is easy to use


Once you've defined your need, another crucial factor to consider when choosing recruitment software is the user experience. You need to make sure the software is easy to navigate. Look for software with a clear and intuitive interface that is easy to learn and use. It should also have a good support system and provide training resources to help your teams get up to speed quickly.


3 - Evaluate the scalability of the software


When choosing recruitment software, it's important to think about your future needs. You want to choose software that can grow with your organization and adapt to a growing number of users, job openings and candidates. This is usually the case with SaaS solutions where regular updates are a definite advantage over in-house software.


Without software evolution, your process could become stagnant in the long run


4 - Consider the software's integration capabilities


Recruiting software isn't always used in isolation; it can be integrated with other HR systems such as your human resources information system (HRIS). Find one that can easily integrate with your existing systems and automate your end-to-end recruitment process. As mentioned earlier, this will save you time and reduce the risk of errors due to manual data entry.


5 - Evaluate software customization options


No two organizations are alike, and choosing software that can be customized to meet your specific, recruitment needs is essential. Some may offer customization options, such as customizable workflows, branding and email templates. This will help you create a unique recruiting experience aligned with your organization's culture and values.


6 - Consider the security and compliance features of the software


Again, not all ATS offer the same services. It is essential to choose one with strong security and compliance features to protect this information. The most is to have good data encryption, secure login credentials and compliance with relevant data protection regulations: the GDPR.


Laws have been established, you must respect them to protect the data


7 - Evaluate software pricing and customer support


Finally, consider the pricing and customer support of the recruitment software. Opt for software that offers transparent pricing and a flexible payment model that is consistent with your budget and needs. In addition, evaluate the software's customer support and make sure it provides quick and efficient assistance to resolve any potential issues.


Bonus tip - Compare software


Learning about the different solutions available on the market will help you clarify your choice. Don't hesitate to try the freemium subscriptions or free versions often offered by these editors, this will be an opportunity for your teams to try the interfaces in real conditions. Testimonials and customer reviews are also very numerous on these tools, you will easily have access to these feedbacks on the internet.




Choosing a recruitment software is a delicate but essential task for the efficiency of recruiters and HR teams.

By following the steps outlined in this article you can identify the best software to meet your organization's needs.

Coupling the power of a recruitment software with a well established process and an enjoyable journey will help your company grow.