HR Director's Methods for Choosing Their Recruiting Software

Over the past fifty years, the field of recruitment has undergone many changes, mainly thanks to the arrival of the Internet and computers.

Although these changes have made the recruitment process more complete, they also made the process more complex. This is how the recruitment software market was born.

Let's take action and define them first.

One recruitment software is a computer tool chosen and used to save time and therefore facilitate the recruitment process. Most of them are ATS (Applicant Tracking System)).

Thanks to them, companies have the opportunity to search for and select candidates on recruitment sites and social networks, to manage their recruitment and application processes but also to communicate with the selected candidates.

They can also be used for the distribution of job offers and the organization of remote interviews. It is a key tool to ensure the follow-up of your applications.

Finding the best recruitment software is a essential step for any company that wants to optimize its candidate management process.

Why use recruitment software?

So let's answer this question.

It turns out that we can find real benefits as to the use of application management software. Let's quote them.

• Centralization

To optimize your recruitment process, it must be accompanied by a distribution strategy. In fact, the RSN (digital social networks) have become a must for your job offers.

Then select with the greatest care the different platforms on which you decide to publish them, in order to reach the ideal candidates and especially the most relevant ones for your business.

As a result, you will get a high number of applications in your inbox. However, this method also results in the rapid accumulation of applications waiting to be answered.

That's where the tools for centralizing applications, making it possible to best manage this situation by tidying up all applications in one place, making it easier for you to review and process them.

• The follow-up

Recruiting is the main and crucial step of a business, but so is being able to measure and monitor its effectiveness. It should therefore not be overlooked.

One opportunity is available to you : use recruitment software. This could make it easier to monitor your progress through various statistics and detailed reports.

Thanks to them, you will be able to analyze the different stages of your recruitment process and therefore identify the strengths and weaknesses of your recruitment strategy.

This would allow you to adjust your process to improve the efficiency and quality of your recruitments.

Thanks to this, you will therefore be able to study your recruitment process in more detail.

• The regulations

As you certainly know, digital technology is subject to the General Data Protection Regulation (otherwise called RGPD). However, the resumes or other information of candidates are submitted there. It is essential to ensure respect for privacy.

Going through simple and effective data management policies allows companies to properly manage the personal data of their candidates.

However, it is not easy to think about changing or deleting the data of a particular person.

Most ATS offer the automation of data management. They can therefore be an interesting solution.

Our advice : ensure that ATS are in compliance with the GDPR are offered.

• The weather

Recruiting is not an easy task, especially since it is a long process in view of the various stages that compose it: the preparation of the job offer, the distribution, the management of applications, the selection and integration of the right candidate.

In the recruitment process, time is of the essence. Its various steps must be followed with a careful attention to find the ideal candidate.

A software ATS recruitment will help you in your organization and allow you to optimize your time. You will then be able to Focus on the human side of recruitment.

• The costs

Who says saving time says saving money. If recruiting software automates your tasks, it improves your productivity.

If you reduce the time spent finding the perfect candidate, you're also reducing your training costs.

Some will even offer you reduced prices to share your ads on job boards. Seize this opportunity!

• The employer brand

ATS software can strengthen your employer brand because it provides a better candidate experience. Some can be set up to send automated communications to candidates at every stage of the recruitment process.

This means that candidates can be kept informed of the status of their application and therefore contribute to creating a positive image of the company and to create a relationship of trust based on respect.

Significant advantages to ensure your success

With so many recruitment software programs out there, choosing the right one can be a daunting task. We are now going to lay the foundations you need to know when selecting recruitment software for your organization.

1 - Analyze your needs

The first thing to note when choosing the right recruitment software is to identify and define your needs. It's about analyzing your current recruitment process, identifying areas for improvement, and determining which functionalities are essential for your organization.

Start by asking yourself the following questions:

Do you need software that automates job posting, screening, and interview scheduling?

Do you want software that gives you an overview of your hiring metrics and the return on investment?

Answering these questions will help you narrow down your options and choose the software that best fits your needs.

The tools are numerous and the functionalities are just as numerous. These should help you optimize your time. To do this, you must take care to select the features that concern you.

For example, we will cite:

• The Sourcing that could make it easier for you to find the perfect candidate online. Indeed, it allows effortless access to a larger database of candidates, which increases your chances of finding the right one. The filtering function it offers will allow you to find those that meet your specific needs.

• La Multicast of job offers that could increase your chances of finding the talent you need. You will reach a wider audience by posting your job offers on different platforms at the same time.

• La management of applications to centralize your information.

• La communication with candidates to facilitate relationships.

• La creation of a career site in order to increase the accessibility of your ads. In addition to increasing the accessibility of your ads, it will strengthen your image. Indeed, candidates will be able to share their positive opinions on various social networks and this will attract the best candidates to your doors.

• La Co-optation, so that an internal collaborator can recommend a candidate from their personal network for your job searches.

• THEAssessment to assess your candidates on their technical and behavioral skills, as does Yuzu through Video Games. Soft skills are more and more in demand since they are evaluated in recruitment. Yuzu assesses the soft skills of your candidates.

• Reporting and analysis functions, in order to provide you with valuable information about your recruitment metrics, such as time to hire, cost per hire, and source of hire.

It is also questionable who will use the software. That is why it is important to identify its users. The various actors such as managers, directors, HR directors 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 a adapted software : a recruiter who wants to manage all applications, a manager who prefers to focus on his team or an HR director who wants to have a global vision of recruitment.

In general, medium-sized businesses opt for a simple solution to manage job offers, applications, and selection criteria.

In contrast, recruitment agencies and temporary employment agencies need a more comprehensive tool to manage permanent contracts, temporary workers and payroll.

2 - Find software that is easy to use

Once your need is defined, another crucial factor to consider when choosing recruitment software is theuser experience. You need to make sure that the software is easy to navigate.

Look for software that has 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 opt for software that can grow with your organization and adapt to a growing number of users, job offers, and candidates.

This is generally the case with SaaS solutions where regular updating is a definite advantage as opposed to internal software.

Without software evolution, your process could start to stagnate in the long term.

To assess the scalability of a recruitment software, it is first necessary to check whether it works even when space is full : even when the database is full, the software must work.

Its operation should allow you to be able to customize and configure according to your criteria to collect information or others.

He must adapt to daily life. The system, platforms, or other tools you use should not prevent it from working. Scalable software adapts to new changes.

Finally, it must be able to evolve with your brand or business.

4 - Consider the integration capabilities of the software

Recruiting software is not always used in isolation, it can be integrated with other HR systems like your human resources management information system (HRIS).

Find one that can easily integrate with your existing systems and automate your recruitment process from start to finish. 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 the same and choosing software that can be customized to meet your specific needs, when it comes to recruitment, is essential.

Some may offer customization options, such as workflows, branding, and customizable email templates.

This will help you create a recruitment experience that is unique and 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. Choosing one with strong security and compliance features is a must to protect this information.

The plus is to have a good encryption data, secure login credentials and compliance with relevant data protection regulations: the RGPD.

Laws have been put in place, it's up to you to respect them to protect data

7 - Evaluate software price and customer support

Finally, consider considering the pricing and customer support of the recruitment software. Opt for software that offers transparent pricing and a flexible payment model, in line with your budget and needs.

The TCO (total cost of ownership) should not be put aside when evaluating the price of software. It includes the costs of updating, training...

Also, evaluate the software's customer support and ensure that it provides a fast and effective support to address any potential issues.

8 - Compare software

To best compare your software, remember that it is crucial to think about determine your needs. This will allow you to refine your search.

Discover the various solutions offered on the market will help you to clarify your choice. To compare software there are numerous online platforms.

Do not hesitate to Try freemium subscriptions or free versions often offered by these editors, it will be an opportunity for your teams to try the interfaces in real conditions before making your decision.

Take into consideration the quality of customer service. If you encounter a problem with your future software and the problem takes several days to resolve, you will easily decrease your productivity.

La security of your data counts more than anything else. Carefully compare the certifications of each software.

Les testimonials and customer reviews are also very numerous on these tools, you will have easy access to these returns on the internet.

Bonus - Discover the Yuzu software

After several years of R&D with researchers in Psychology and Neuroscience, we imagined Yuzu : one New Generation Assessment Center, specialized in the assessment of soft skills (the famous soft skills).

With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

Discover the Yuzu Assessment solution

The advantages of our solution:

• One candidate experience exceptional for boosting your employer brand;
• A solution accessible to all to ensure equal opportunities;
• A decision support tool to detect and promote interpersonal skills.

Whether it's for your recruitment process Or of internal mobility, we are transforming the assessment of Soft Skills In a moment Loud and playful.

To remember

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

By following all the steps presented in this article, you will be able to identify the best software for meet the needs of your organization.

By combining the power of a recruitment software with a well-established process and a pleasant journey, you will contribute to the influence of your company.

Finally, to discover the different solutions in real conditions, do not hesitate to try the freemium subscriptions or free versions often proposed by these editors.

Les testimonials and customer reviews are also very numerous on these tools, you will have easy access to these returns on the internet.