Written by Lucy Heskins | September 16, 2014
HR software is a popular tool amongst many busy HR departments. With functionality including organisational charts, absence reporting and holiday management, it can prove a highly valued asset for many.
Many HR software systems come with a recruitment software module, which is either included from the outset or can be bolted on if you find you later require it. But how effective are these bolt on recruitment modules?
It can seem like a tempting option to simply ‘bolt-on’ the recruitment module to your existing HR software and, whilst although many bolt-ons can be a helpful addition to your software, many lack the enterprise-level recruiting functionality that can take your direct sourcing strategy further.
Of course there are benefits to using a piece of recruitment software that will bolt-on to your existing HR software, however, we find our clients prefer to use a standalone solution.
Here’s four reasons why you should consider using standalone recruitment software over a bolt-on module to your existing HR software:
1. You’ll be highly restricted
HR software is a highly effective bit of kit, but it doesn’t always cover everything. Therefore, it is unsurprisingly that a recruitment bolt-on often falls short on its ability to cover all that can be required of it. Using specific, stand alone recruitment software will provide you with more features, functions and benefits; allowing you to speed up your ability to reduce your recruitment spend.
2. There’s limited application ability
A common problem HR recruitment software bolt-ons can impose is they can often be weak on the front end, and cannot always link with careers sites. This means candidates will still have to be manually entered into the software; which is a highly time consuming task to say the least.
Various potential implications, including:
– A separate careers site implementation may be required, often at an additional cost
– A basic jobs feed, which is not classifiable or searchable
– Lack of variation of application process – building a careers site rather than a careers page, could mean more than one application process can be implemented.
For instance, with a careers site, a candidate could apply using an application form, CV or via their LinkedIn profile. Furthermore, you could take this one step further, and create a specific application process for a particular type of candidate, demographic, job function, such as graduates.
3. Lack of bespoke features
As the recruitment module of HR software system is only one element of the product this often results in it suffering from limitations when it comes to customising its functionality.
Also, if you want to change things on a module, you may find that you have to return to the developers; you cannot always change this yourselves – which can be costly.
Stand-alone recruitment software boasts a wide range of bespoke tailoring including client specific requirements, and integration to both required social platforms and video interviewing software. It can also be mobile-optimised too.
4. You’ll have limited reporting
An HR bolt-on will provide you with some reporting, but it will be very limited. You may have access to Google analytics reporting, however, you need to access data that will give you the whole picture.
For example, it may not allow you to really drill into reports, such as application source. A standalone solution, on the other hand, will provide you with functionality to customise your reports, helping you to determine where and where not to spend your budget.
HR software is a great tool for busy HR professionals and we are by no means disputing that, however, by compromising on functionality – especially if you’re serious about transforming your recruitment – it may be counter-productive towards you reaching your goals.
If you’re considering how recruitment technology can assist your businesses, and are shopping around, here are some useful questions to ask a potential supplier about a stand-alone recruitment software solution:
Will the supplier build you a careers site as part of the offering?
And can this be mobile optimised?
Does it integrate with social media platforms, such as LinkedIn?
If a careers site is provided – can you edit it yourself or do you have to pay a developer to do it for you?
Can the ATS be developed in the future – i.e. is it a fixed entity or is it flexible enough to grow to meet your organisation’s changing goals?
Can you have the entire vacancy requisition process within the system?
Is there an agency portal?