From defining an ideal candidate’s skill set to posting job ads to sorting applications of the top talents, there are a lot of intricate and monotonous tasks in the recruitment process. A decade ago, many of these processes involved tonnes of paperwork, which was troublesome and time-consuming.
Thanks to the internet mostly, you can now recruit a candidate without having a paper or pen in the scene. But a few well-formatted excel sheets or documents won’t do the trick. Recruitment is a full-fledged process like any other business process, and the more the number of applicants, the more intense the hassle will be.
Luckily, recruitment software applications can solve all such hardships. They are tools that can help companies recruit efficiently and, more importantly, without sweating throughout the entire process. These hiring tools streamline the whole hiring process by bringing all information into a centralized location and eliminates the need to use multiple applications.
Recruitment software solutions are tools that help organizations with talent acquisition. More precisely, such software applications remove the pains associated with the recruitment process and allow hiring managers and recruiters to focus more on hiring the most qualified individuals.
In other words, they’re software tools used by hiring managers, talent acquisition professionals, and recruitment teams to organize and automate critical processes of recruitment such as sourcing, interviewing, and onboarding candidates.
However, the term “recruitment software” can have a broad definition as different recruitment applications offer different kinds of features. In short, it’s an umbrella term used to describe all types of software used in the recruitment process. For example, a recruiting software application can enable you to track an application’s status alone, whereas another software could assist you with job posting, contacting the applicants, conducting interviews, and more.
Let’s face it. A good percentage of employees are interviewed and onboarded virtually. Job search websites like LinkedIn and Indeed are the go-to places for the majority of job seekers. And, filling physical applications and sending them via mail is a thing of the past, and when considering the time factor, it is impractical.
For organizations looking to hire the best and rapidly expand their workforce, a recruiting software application is necessary. If you’re still doubtful whether your company needs HR recruitment software, here are a few of the things you can do with it:
Along with simplifying the entire process for your company’s HR team, recruitment software is beneficial for applying individuals. Such portals allow applicants to check their application status, see if there are any further actions to be taken, upload essential documents, and more.
When opting for a software application, it is critical that its creators have published a mobile app as well, preferably both Android and iOS. HR software vendors that follow a mobile-first approach will not only benefit the recruiters but also the candidates.
Of course, from a company’s perspective, accessing recruitment details is safer from a PC or laptop. But when considering the convenience of smartphones and the existence of security features like two-factor authentication, HR professionals can access and proceed with applications anywhere, anytime.
Artificial intelligence is the norm, and almost every application you use employs it in one form or the other. Along with eliminating many of the repetitive tasks, AI can also help pick the top talents, irrespective of the number of applications.
Without getting frustrated, recruitment professionals can use artificial intelligence to scan thousands of resumes and find the ones that best match the job requirements and the company’s outlook.
AI is synonymous with automation and can also help with:
Blind hiring is a relatively new feature and, as the name suggests, is a technique used to anonymize the personal information of a candidate. This method is used to increase diversity at workplaces and help HR professionals make hiring decisions without any conscious or unconscious bias.
With the blind hiring feature in place, recruiters can focus on hiring candidates based on their skills, experience, and potential and not based on any demographic information such as age, ethnicity, or gender.
Chatbots, a clever embodiment of machine learning, is a great way to give customers and your candidates the feeling that your company is available 24/7. Also, chatbots can resolve many of the candidates’ commonly asked doubts without requiring human intervention.
Candidate experience is becoming increasingly important and directly affects a company’s social appeal. With chatbots, candidates can get real-time answers even if the recruiting team is out of the office. This will make sure none of the potential employees lose interest in the recruitment process.
Recruitment analytics or recruiting analytics is a feature that harnesses the power of predictive analytics to hire the best candidates faster. This feature can answer many critical questions, including,
Getting real-time information about such queries can positively influence your recruitment efforts. It will also help you understand which stages require further development and enable you to focus more on specific sourcing channels that bring in the top candidates.
Software applications are supposed to be like physical tools that make things easier and quicker. It goes without saying that an application must always aid in saving time and simplifying the tasks. For example, if a recruitment system mandates you to invest hours for learning it, it actually defeats the whole purpose of having a software application in the first place.
The key is to opt for an application that lets you onboard in a matter of minutes and not days. Also, you’ll be interacting with a large number of prospective employees on a daily basis, and an HR application that acts as the middleman shouldn’t increase the cognitive load and make you exhausted.
Your company or its employees might be inclined to some specific applications that you can’t imagine being replaced. When you opt for a new HR application, you must ensure that it gels well with such existing applications. Clearly, replacing those applications due to compatibility issues will make things more intricate and negatively affect the recruitment team’s productivity.
Just like onboarding to a new organization, getting started with an application can be pretty overwhelming, at least during the first few attempts. But if the software application has 24/7 support from the vendor, you wouldn’t get into much trouble. Therefore, it’s critical that the vendor offers technical support throughout the entire duration you use the application. Also, the vendor must provide easy-to-follow documentation with each software update.
Opting for HR software is a commitment. While choosing one, you must ensure that the pricing model suits your budget and the plan you choose fulfills your needs. Additionally, many software vendors are known to offer free trials, which is an excellent way to test whether an application will realize your requirements without paying a penny.
The majority of the applicants will come to know about your company and open positions through social media platforms. This highlights how important it is for the HR application to be linked with social media platforms. For a recruiter, social media integration would make it easier to run recruitment campaigns and, more importantly, view insights of each.
The biggest challenge of opting for a new software solution is the pain of data migration. Some applications might force you to start from scratch, while others will have the option to import existing data. In most cases, the latter is preferred as data is invaluable, and you don’t want to lose any.
Also, you might have set aside some candidate profiles for future use, and deleting the candidate database would mean you will lose such leads. A good software vendor will support you with data migration and make the entire process less time-consuming.
Recruitment is just one of the many features you can expect from HR software. There are applications for background checking, job ad posting, and compensation management – basically, software solutions for every aspect of human resource management.
Choosing your company's Recruitment and Talent Acquisition software is a complex process. To help HR departments compare and benchmark all Recruitment and Talent Acquisition software, we have selected a list of 492 companies providing SaaS tools for HR.
We made a list of all Recruitment and Talent Acquisition software and the best Recruitment and Talent Acquisition tools in 2021.
Recruitment and Talent Acquisition software is often combined with other HR functionalities. If your company is in need of complementary HR features, make sure to take a look at those frequent combinations:
How employee engagement is tracked varies among organizations. That’s because the KPIs used to measure employee engagement and the motives behind doing so differs.
Here are some things to consider when tracking employee engagement:
Determine the outcomes of engagement
Employee engagement strategies can increase the chances that employees will establish a healthy and positive emotional connection with an organization. As emotional connections can rarely be forced to form, employee engagement strategies will involve setting the workplace environment to foster such relationships.
Here are some of the companies that are successful with employee engagement:
Some of the critical drivers of employee engagement are:
The most vital types of employee engagement are:
Measuring employee engagement enables organizations to understand how an optimally engaged employee will perform like. This information can be used to frame strategies to enhance levels of engagement and elevate employee engagement throughout the organization. This will ultimately result in better service to customers, higher profits, and happier shareholders.
The employee satisfaction KPI is measured using employee surveys, informal conversations, and net promoter scores.
Here are some of the top benefits of employee engagement:
Here are some employee engagement survey questions worth including:
The majority of employee engagement applications offer a free trial. This will empower you to try out the tool before making a serious investment in it.