Recruitment Software

A recruitment software or ATS (Applicant Tracking System) is a professional software tool for helping HR professionals to manage their requisitions, job ads, applications, talent pools, employment contracts, E-Forms... all from one place. Most recruitment software tools are still only confined for the recruitment functions but modern recruitment software now cater for the onboarding & induction function too. A modern recruitment software is expected to be 100% SaaS, comes with a free plan that companies can test from, and is expected to have a visible pricing model.

The recruitment function should at a minimum include/cover: Requisition, Job Multi-posting to job-boards/social sites, should provide a career micro site, allow companies to customise their own recruitment process, automate both SMS and email communications with candidates and internal stakeholders, has the ability to build custom E-Forms, has talent pool management functions, powerful candidate search functions, shortlisting, Interview setting, branded communication templates, powerful custom field system that allows companies to capture any data they like in any format they like and be able to search and segment their database based on those custom fields.

As I mentioned above, a modern recruitment software should also contain onboarding and induction capabilities too including digital signing, E-Forms and videos.

A professional recruitment software brings so many benefits to a business and can be summarised with the following: Better matched candidates, quicker and at cheaper rate as well as it should improve both your employer brand and provide a better New Employee Experience.

1). Better matched candidates: The multi-posting capabilities, helps cast your net wider and bring you a larger pool of talent to choose from. The collaboration capabilities allows HR, the managers and the executive team to work much better as partners and with full visibility and accountability. This would immediately start to make a positive impact on the matching quality of candidates as it's encouraging and allowing each person to add value into the process at the right phase and in an efficient way and allow for positive debate and collaboration.

2). Quicker: The most fundamental function of a recruitment software is to automate and streamline most if not the entire recruitment process and so the least you'd expect it to do is help companies bring new hire onboard quicker.

3). At a cheaper rate: Once the right recruitment software is operational the company should be able to rely less and less on using external recruitment agencies and in doing so saving on recruitment cost / RPO. Also, streamlining and automating most of the steps in the recruitment process should have a significant cost saving for the HR team and the managers that a significant cost saving should be realised.

Old Fashion - client server / private cloud: This would require companies to install it on their own server and having to mange the hardware and maintenance of the software. STAY AWAY FROM IT.

look like SaaS - but it's not: This is where the vendor makes it sound like it's a SaaS offering buy it's not - they actually have to install a brand new database for you before you can be up and running - this means, there is a huge barrier to entry: a). Expensive up front investment, and b). It's takes a long time before you're up and running.

SaaS & Modern: Cloud, SaaS and Modern - you just pay your monthly subscription fees and the vendor takes on the entire risk. You'd hope that this would be your Total Cost of Ownership (TCO). However most of those vendors are either they're not 100% SaaS and they don't adhere to a TCO and so for example, you have to pay extra for support or for ongoing training modules or for they send you an invoice every time you need to fine-tune the configuration of your account. Watch out for these hidden costs and demand clear TCO.

Recruitment Only: Some recruitment software only help companies manage the recruitment process i.e. manage applications, candidates, shortlisting, setting up interviews and conclude the hiring process and that's it. No requisition, no onboarding, no collaboration between HR and the managers and no onboarding.

Agency Recruitment Software: These are venders that try to solve the agency problems including a CRM for managing the agency's clients and opportunities and the invoicing. None of those features which by the way then can be 50% of the system itself, are relevant for a HR user.

Recruitment Software For HR: These are the vendors who build a recruitment system that's focused on HR, and as you would expect they can come in many flavours including the good, bad and the ugly. Most of them are built by an ex recruiters who posses business sense but not necessarily technology sense and so those platform don't scale and have a short life expectation.

Requisition, Recruitment & Onboarding: This is the category that you want to go after and that's the category that MyRecruitment+ has pretty much invented. We single handedly by listening to our clients carved out this category and has become the most popular amongst HR. It's the End-to-end solution from the pre-recruitment stage of request-to-hire, to recruitment, to offer approval, to onboarding and to induction and then we push the new hire into HR's payroll system via our state-of-the-art integration connectors.