Identifying the right recruitment software (or ATS) for your organization can be quite challenging given so many software options today. In this blog we talk about 5 criteria that should be fulfilled for choosing the right recruitment software. Follow them and you are less likely to go wrong.

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How to Choose the Right Recruitment
Software?

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As a part of their hiring efforts most recruiters undertake the tasks of creating job descriptions, posting them on
different job boards and social media platforms to get access to a wider range of talent pool. But, if they are not
well-equipped to handle incoming applications in an organized manner, with the aid of a good recruitment software
(or ATS), then the entire effort to attract top talent goes to waste.
But many recruiters are either unaware about modern recruitment software or don’t have the necessary budget to
make use of a professional software. That is why a good and cost effective recruitment software is the need of the
hour for recruiters in this candidate driven market. It boosts the recruitment efforts by streamlining social
engagement, having an entire hiring workflow in a single integrated platform and sourcing. It also ensures that the
candidate experience is superlative and that the internal hiring teams find recruitment an effortless task.
But, since getting a recruitment software is a huge decision for an organization, making one incorrect move can have
an adverse effect on the entire hiring efforts put in by the recruiters. It can result in waste of time and money, lost
talent and unhappy management. It can also lead to lots of frustration for the internal team due to their
unsuccessful attempt to hire top talent.
To overcome this issue we have listed down 5 criteria that your recruitment software should meet.

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1. Determine the exact use of a Recruitment Software in your organization
There are only a select few organizations that choose a software before making a full assessment of their needs
and what exactly they want the software to do. A recruitment software can assist an organization in more ways
than just screen resumes. Some of the other uses of an ATS include: sourcing of candidates, interviewing,
reporting, communication with the applicant and job postings. Understanding the exact requirement of your
organization, both current and projected for the future will help you to select the right recruitment software to
meet your requirements.
According to Christy Hopkins, Human Resources Consultant and Writer at Fit Small Business, “Choosing an ATS is
important based on a few factors. First, what level of recruiting are you doing? If you are doing 10+ years
experience recruiting or technical recruiting, you probably don’t need an ATS that also posts to job boards; you
instead need one that integrates with LinkedIn and other ways to attract passive candidates. Next, you need to
determine its purpose. Will it be active open positions, replacing current people, or creating a pipeline for future
talent? If you need it for active positions, you will also want an ATS that posts to job boards and includes a
customized careers website.

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2. Integrates with other services
As a recruiter, you want your recruitment software to integrate with some other systems. Most of the times it
would be an integration with your website so that you can source applicants directly from your corporate
website. In other instances, you might want to connect your ATS with other business platforms, including
social media accounts, email and CRM. This makes it critical to choose a tool that allows you to seamlessly
integrate with different platforms.
A recruitment software that allows you to post jobs on your official social media channels, multiple job boards
and on your career website with ease will be highly valuable tool for your hiring process, making it more
streamlined and productive.
According to Roi Stone, Executive Vice President of TazWorks, “The goal of an ATS is to streamline your hiring
process as much as possible, but that can’t happen if it doesn’t easily connect with your other software tools.
Find out if they have an open API or what integrations are already built in so you can think about your
employee management process holistically, rather than ending up with a fragmented system that doesn’t
actually make your life easier.

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3. Provides superlative candidate experience
Due to widespread use of technology, a recruitment software should have a great user interface and should be easy
to navigate and use. There is no use of investing in a software that has a plethora of features, but has little real
utility because of a clumsy interface.
A good recruitment software should have an intuitive design that makes it easier for recruiters to post job
descriptions in an effortless manner and makes it easy for the candidates to apply for positions. It should also be
easily accessible on a plethora of devices. In this age of mobile devices, responsiveness of the design is also critical.
According to Dorris Hollingsworth, President of Evergreen HR Group, “With current technology, most recruitment
software will have the essential functions of retaining files, reporting, and candidate email communication. I focus
on the candidate experience and the hiring manager experience in making my decision — you can’t afford to lose
time and interest on either end of that process so a good user experience will increase both your pipeline and
manager involvement. For high-volume recruiting (call centers, technicians, customer service), I look for a mobile
application functionality to drive more traffic to the company.

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4. Meets the compliance needs
It is crucial to select a recruitment software that meets the compliance needs. Recruiters and HR personnel
spend sleepless nights worrying about legal compliances and there is a good reason for that. Failure to comply
with the compliance can result in lots of extra paperwork and possibly result in your organization paying a
hefty fine.
According to Lynnette Vollink, Director of Human Resources for automotive supplier Federal-Mogul’s
Powertrain division, “An ATS should make it easy to stay compliant with the employment laws in the countries
where the organization does business. We post to many different job boards across the globe and the ATS
ensures we comply with varying labor laws in those countries, sometimes even in particular cities.

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Conclusion
Choosing the right recruitment software is a time-consuming process as it should have all the requisites
mentioned in this blog. However, whatever time it takes to get to the right software is worth it not only
because a new software installation is a serious investment, but also because the right software can turbo
charge your organizational growth by getting the right people on board.
To help you in your decision making we provide free trial of RecruitX, our recruitment software. You can
signup for free and work with the product to see if fulfills the above criteria.

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