Employees are the assets of any organization and therefore, recruiting the right candidates for the organization is one of the most important processes. The HR recruiters are entrusted with the role and responsibility of hiring candidates who are the right fit for the organization. 

Managing the recruitment process is not just going through resumes and conducting interviews. It is a much bigger process that involves a lot of steps. And to make the HR career easier, there are a few tools that recruiters can use to efficiently manage the recruitment process.

HR recruiters use various recruitment tools to ease the process of recruitment. Choosing the best recruitment platform software for hiring is important and will be much beneficial for your organization.  Especially in times of remote hiring process, a recruitment platform software is unavoidable. 

In this blog, I will tell you how you can choose the best recruitment platform for hiring candidates. As you read the blog you will also understand how recruitment software helps solve the common challenges your HR recruitment team might face. 

How to choose the best recruitment platform?

The recruitment tool has many benefits. It is a specialized tool for HR Recruiters, designed to help them find and hire top candidates faster, easier, and more reliable. 

And, according to a recent GetApp survey:

  • 86% of recruiters say that using recruitment software has helped them hire faster. 
  • 78% of recruiters say that using recruitment software has improved the quality of candidates they hire.

There are many recruitment tools in the market. The four types of recruitment software are as follows:

1. Find – Sourcing Tool

2. Attract – Recruitment Marketing Platform

3. Engage – Candidate Relation Management System

4. Select – Applicant Tracking System

There are also many recruitment software that offers a combination of these types. 

There is no surprise that many buyers are confused and not quite sure which recruiting software to choose to streamline their organization’s recruitment process. So, how can you choose the best recruiting tool?

Let’s find out…

Which tool should you buy?

Here I have given three steps that can guide you to choose the best recruiting software or tool for your organization. 

Step 1: Identify and prioritize your most pressing recruitment issues.

Your recruiting objectives, obstacles, and issues you are currently experiencing during the hiring process must all be defined in this initial phase.

Step 2: Determine the characteristics of recruiting software that is required in Step 2 of the process

Second, choose which recruiting software is best for your needs. You should be able to identify the characteristics supplied by recruitment software that can assist you in resolving your most challenging recruiting issues and/or problems.

Step 3: Locate and select recruiting software that includes the functionality you require.

In order to choose the best recruiting software, the third and last step is to discover a recruitment program that has all of the features you want. In order to choose the best choice from a pool of software that meets your requirements, you must compare and assess them.

Challenges solved by the software

The following are some of the most common recruitment challenges that recruitment software must deal with:

1. I spend an excessive amount of time monitoring candidates.

2. I am not receiving high-quality leads or applications.

3. I just do not have enough time to respond to all of the applicants’ emails.

4. I want to be data-driven and be a leader in the field of recruiting analysis.

In the case of the recruiting program, all candidates are stored in a single database, from which you may filter them according to your requirements. In addition, you may automate your email answer to others. When you need to perform a certain action on numerous applications or positions at the same time, you may do so with a single click. You may also send out a large number of emails.

Create a visually appealing job site in a matter of minutes by uploading photographs, videos, and employee testimonials, as well as embedding your Glassdoor evaluations. Also, make sure that your new openings are readily shared on social media and are optimized for search engines. Employee referral programs can also be used.

To follow up with a candidate, you may use reminders, tasks, and email sequences to keep in touch with them.

If you want to attract high-quality applications, you should concentrate on finding out how they heard about you and where they are coming from. Make further judgments in light of the information provided above.

How to assess and analyze various recruiting software?

If you’re a seasoned user of recruiting software, here’s what you should know:

If you already have some expertise with recruiting software solutions, taking advantage of a free trial is the best option for you. Try out your top three recruiting tools, which should provide you with all of the capabilities you want.

If you’re searching for your initial recruitment tool, consider the following:

If you’ve never worked with a recruitment tool before, it’s best if you take advantage of a free demo first. Live demo sessions with sales specialists are available at no cost, during which they will demonstrate how to utilize their recruiting software in detail.

Take advantage of this opportunity to ask any and all questions you may have! As soon as you get practical experience with recruiting software, making a decision will become much simpler.

In a crux

Recruiting candidates is not as easy as it sounds. There are so many factors to consider, and it is a long process. Moreover, you have to be sure of the analysis as every employee contributes to the company or organization. 

However, to make the HR career easier, recruitment platforms are truly a boon. It depends on what recruitment platform suits your organization’s requirements. 

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                                                                                                                                   Editor: Amrutha