Software advancements are propelling the growth of the talent acquisition aspect.
The new model of talent acquiring
It is not easy to find the best recruitment software. Talent acquisition teams must examine their recruitment tools and comprehend emerging developments to thrive in today’s candidate-driven and resource-constrained market. Currently, the landscape of recruitment software looks like this: Advancements are occurring at an alarming rate, making it challenging to stay up. We produced this article for recruitment and talent finders to assist you in picking the correct software by providing an overview of the industry.
Recruiting software: What is it?
Recruiting software is a collection of software tools used by recruiters, talent acquisition specialists, and hiring managers to expedite or automate various aspects of the recruiting process, such as sourcing, selecting, screening, and interviewing applicants. As job searching and hiring migrated online, software to assist the recruitment function became more common in the 1990s.
Rather than processing paper resumes, recruiters want software that can manage large amounts of electronic resumes and applications. The recruitment landscape includes software solutions for sourcing people, screening resumes, creating a shortlist, interviewing applicants, and collaborating with hiring managers.
Software functions
Recruiting software is intended to help with a range of tasks, including:
- Sourcing publicizes available opportunities via job posts, employment portals, talent forums, and social media.
- Tracking the application workflow includes resume screening, evaluating, interviewing, and background checks.
- It is recruiting analytics: a dashboard that reports key performance indicators (KPIs) and funnels data, including time to fill, source of hiring, and applicant-to-interview ratio.
- The pre-hire evaluation: personality assessment, cognitive and talent testing, and reference and background checks are all part of the screening process.
- Onboarding refers to the training and orientation of new employees.
Software features
Other desirable aspects of recruitment software include:
- Social media recruiting
- Compliant with the EEOC
- Candidates’ texts
- Personalized career site
Software as a service (SaaS)
Across departments, software as a service (SaaS) is now a significant software model. According to a recent poll of HR technology customers, 40% solely evaluate SaaS alternatives to improve their HR technology. Because it enables automated software upgrades, customizable feature selection, and cloud-based data collecting, SaaS has grown in popularity.
Integration
Best-of-breed recruiting software markets have replaced all-in-one HRM systems as the go-to solution for meeting specialized recruitment demands. ATS vendors, for example, have realized the importance of developing a marketplace of additional recruitment tools that readily interface with their systems. These markets enable talent acquisition and recruitment leaders to search for and evaluate recruiting solutions, allowing them to be more agile, cost-effective, and imaginative in their hunt for the best solution for their needs.
Mobile functionality
Recruiters understand that they can no longer ignore mobile phones today. LinkedIn claims that:
- 75% of active applicants have visited a company’s mobile website or viewed job openings in their mobile email.
- Forty-five percent of applicants applied through mobile devices.
- A phone was utilized by 20% of candidates to upload a résumé.
- Currently, there is a growing desire for two-sided mobile functionality.
Applicants would like to be able to look for jobs on their phones, and recruiters want to be able to access their applicant tracking systems from their phones.
Recruiting software by company type
Although organizations’ recruitment needs and desires are beginning to converge, recruiting software primarily serves three sorts of companies: corporations, agencies, and SMBs.
Enterprise
Enterprise software should communicate with a more efficient human resource management software (HRMS), human resource information system (HRIS), or enterprise resource planning (ERP) system. Other essential elements for businesses include collaboration capabilities such as quick data exchange from candidates and feedback from hiring managers.
Agency
Because both parties handle massive volumes of application data, governments and businesses expect equivalent aspects in their software. Furthermore, agencies want customer relationship management capability to track various positions for their multiple clients.
SMB
Small and medium-sized companies (SMBs) require the same fundamental functions as enterprises but on a smaller scale. SMBs may omit software capabilities like interview scheduling in some circumstances since they can perform these operations manually. A high-volume recruiting platform is not a part of SMBs.
