People are the absolute foundation of any company’s success, and recruiting is an essential part of creating that foundation. To ensure your company finds the best talent, you need to use the best tools. In this three-part series, we’ll take a look at what you should look for when evaluating recruiting technologies.
No one wants to be left behind. Given the rapid pace of technological innovation in the recruitment industry, it’s a good idea to re-evaluate the technologies you rely on each year to keep up with the market and your competitors. Recruiter.com has compiled a list of ten characteristics to consider when evaluating your current and potential recruitment technologies.
You can read Part I here and Part II here. In Part III of this triptych, we will discuss the last four features that you should definitely pay attention to:
7. Data analysis and reporting
Data is the name of the game in any organization, and recruiting is no exception. The continued success of any talent acquisition team depends on tracking and analyzing key recruitment metrics, such as time to fill a position, cost per hire, average number of applicants, offer acceptance rate, and so on.
Recruitment software solutions with robust data analytics and reporting capabilities can help a recruitment team not only track performance, but also identify opportunities for improvement. For example, if you find that you’re having trouble filling a particular position, your metrics can tell you why: maybe the salary is too low for that market, or the application process is taking so long that candidates are losing interest and dropping out.
Tracking recruiting statistics manually is nearly impossible, so companies need to invest in recruiting software that can manage their statistics. Meaningful reporting capabilities that facilitate the visualization and preparation of valuable recruiting data are also important.
In the wake of AVG, recruiters need to be sure they are handling candidate data as securely as possible. Data breaches can significantly damage a company’s reputation with both consumers and applicants. When selecting your recruiting technology, pay close attention to its compliance features. Does the software keep applicant data secure? Does the software comply with all regulations regarding applicant data storage and applicant privacy? Investing in non-compliant software can be disastrous for your recruitment activities – and for your company as a whole.
9. Information management
When you have a job to fill, you’re dealing with a lot of information – job descriptions, job postings, resumes, cover letters and so on. You also have to juggle your own schedule, your candidates’ schedules, and your hiring manager’s schedule to arrange interviews and screening sessions. That’s a lot to keep track of, which is why an information management system is essential. If you haven’t already, consider a way to organize each role and its associated candidate pools. There are many tech solutions on the market that can help you keep track of all this information without missing anything.
10. User experience
It doesn’t matter how powerful your technology is if your employees don’t know how to use it. Employees will use a technology platform that is easy to use and learn, but they will quickly abandon a clunky platform. Be smart with your investment and make sure the software you implement is designed with the end user in mind. Also, talk to vendors to find out what kind of training and support they offer as your staff gets comfortable with the new tool. You want a vendor that is as committed to your employees’ success as you are.
If you’re considering making changes to the technology stack you use in 2021, keep these ten characteristics in mind as you consider your options. That way, you can be sure that the purchase of new tech tools will be worth it.
Leave a Reply