Written by Holly Watson | February 10, 2015
So you’re looking at introducing recruitment software to complement your direct sourcing strategy. But with a range of different options available, how do you know which is right for your business?
The first thing to do is to take a look at your current recruitment needs. I’d recommend starting by looking at, on average, how many hires you make a year. How long is your requisition process? And how ambitious are your direct sourcing goals?
Each business will have individual requirements, so it’s important to reflect yours in the choices that you make. [If you’re looking to build a business case to introduce recruitment software in to your company, try our free guide – How to Build a Business Case for Recruitment Software].
It’s also important to consider your future targets. Whilst a cheaper, off-the-shelf solution may possess the functionality you require at the moment, what about in two years when your business demands may be greater?
Ensuring that your technology choice is future-proof is vital so that your recruitment software can grow with your business. Many of our clients state that scalability is a key factor in their choice of software – after all, if your aim is to become self-sufficient for your recruitment activities, your technology needs to support this goal.
On the other hand, is it really worth paying out for a fully bespoke system if you’re not sure you have, or will have, the need for it?
As investing in recruitment software is a big step, Webrecruit explores the different types of technology that you can purchase and considers the benefits each would deliver to your business.
1. Shortlist manager – Great if you’re just starting to look at software, need help initially with basic reporting or need to transition your use of software
A simple shortlist manager is a great first step to take as your company transitions to using recruitment software.
If you’re currently using spreadsheets and emails to manage your application process and struggling with all the admin work this is creating for your team, a shortlist manager could be the perfect option.
With all of your candidate information stored in one place, a shortlist manager enables you to easily access candidate data and CVs. You can also categorise candidates into groups to allow you to keep on top of the progress of each application.
This reduces the need for spreadsheets and multiple email folders, allowing your HR Team to focus more on their day-to-day tasks, rather than frustrating admin activities. For more information, request a brochure.
2. Off the shelf ATS – Great for mapping the candidate journey
Applicant tracking systems allow you to manage and nurture talent within the candidate application process, whilst mapping the candidate journey from start to finish.
So if you’re just starting to implement a direct sourcing strategy and looking for a cost-effective piece of kit that can track your progress, an off the shelf ATS could be the solution for you.
However, while a basic applicant tracking system will provide you with the standard functionality required to streamline your sourcing efforts, it won’t be fully tailored to meet your individual business needs.
Whilst this might not be a priority now, it’s worth thinking about your future goals and checking if it would be possible to further develop this basic ATS to implement new features.
Depending on the size of your company and ATS, this may prove to be very costly, so it’s important to weigh up the cost effectiveness against your direct sourcing timescales.
3. Fully customisable recruitment system – Great for in-depth reporting and monitoring your progress
A fully tailored ATS might seem like an expensive option in the short term but depending on your goals over the next year or two, it can bring massive benefits to your business.
As these systems can be fully tailored to meet the unique requirements of your company, everything is completely customisable – for instance, you can design your own email templates that go out to candidates and change the appearance of the system, adapt your application forms to suit key strategic projects, and ensure it is in sync with your objectives.
If you’re serious about becoming completely self-sufficient when it comes to recruitment, fully customisable applicant tracking software is a fantastic addition, mainly due to the flexibility and ease of reporting.
Looking to learn more about the benefits that applicant tracking software can deliver to your business? Find out about Webrecruit’s recruitment software.