When it comes to human resources, recruitment software is an indispensable tool for any company. But how do you choose the right software? Neobrain suggests 4 key points to consider in your search for the optimum recruitment software. We’ve also selected the most advanced software on the market from a selection of 70 products. Find out more about our partners.
The ATS, an indispensable tool
TheATS or Applicant Tracking System refers to the tool that will manage the entire recruitment process. It is a very widespread tool since nearly 68% of companies with more than 5000 employees use an ATS (according to an APEC study). The ATS has really revolutionized recruitment. Whereas before, everything was organized on Excel spreadsheets, on Google Drive or even on a Word document, the ATS makes it possible to centralize everything and has many basic integrations. The one that is becoming more and more popular is the deferred video interview with the candidate, which is an extremely useful question box that allows the candidate to be seen and to have his or her opinion on the questions that the recruiter might ask him or her face-to-face.
Aneasy grip
Gettingused to it is an essential parameter to take into account. Indeed, discovering a new tool can take time, but this discovery should not be time consuming for all that. The use of this software should not be a hindrance in your approach. It is obvious that the handling of this tool cannot be done in two days, but it should not take months either. The knowledge and the learning of the software must be fast without being too long, because it could be harmful for you and your team.
Extensive customization
Customizationis an increasingly present advantage in recruitment software. Indeed, each company is very different and the needs can be variable from one company to another. A more accomplished personalization allows an optimal management of the candidates according to your expectations and needs. Also, some companies offer this service as a white label, which is a significant advantage. The idea is to show your students the application as if it was the school that developed it, without any trace of the company that did it for you.
Good analytical skills
Being able toanalyze applicant data is a flagship asset for your company. It is essential to have an overview of the entire process, as this will later allow you to correct any problems in your system. The analysis of the number of resumes received, interviews conducted or unsolicited applications will allow you to focus on your objectives.
Thecandidate’s experience
Anotheressential point lies in the candidate’s experience. Indeed, even though the purpose of the software is to optimize the recruiter’s work, the candidate must also be comfortable with the application and give positive feedback. Here, it is also important to facilitate the candidate’s process. For example, some companies offer application forms that are automatically completed by dropping their CVs in a dedicated tab. Thus, this must remain attractive to the candidate, it contributes to the improvement of the employer brand.
Data security
TheGDPR (General Data Protection Regulation) takes on paramount importance here. Data protection is essential for a recruitment software, as candidates still give some personal information. With the GDPR, data management must be done with the approval of the person, who also has a right to rectification and a right to be forgotten. As far as penalties are concerned, they can range from 2 to 4% of annual worldwide turnover or 20 million euros.
Thecollaborative dimension
Generally, it is the executive assistants in SMEs who recruit and send the various resumes to the manager. However, this work is too often laborious and the process becomes far too long. Therefore, there are some applications that allow you to share the candidate’s file in one click, instead of printing the CV and sending it. In the case of large groups, the HR is recruiting for another position (the sales manager for example, who will ask him to find several candidates for the sales position). To reinforce the collaborative aspect, some software offer evaluation grids to have more discussions and the opinion of several people on a candidate.
Want to know more? Check out our tips for reducing your recruitment costs.
