5 Common Misconceptions About Recruitment Software
If you have an involvement in HR, it’s likely that you’ll be no stranger to the concept of recruitment software. Whether you’ve had experience of using a system yourself, received a sales call from one of the many suppliers on the market or read some blogs on the subject, you’ll probably have a basic understanding of the benefits that it can deliver.
However, a large number of companies are still relying on manual processes for their recruitment, rather than utilising technology. So, what is it that’s stopping businesses from making this transition?
Here at Webrecruit, we have extensive conversations with businesses regarding recruitment software (more specifically, Applicant Tracking Systems). Some of these companies are open to the idea of software, others aren’t so much. But what’s surprising is that, at both ends of the spectrum, there are very similar feelings of concern and trepidation about making the change.
As such, we’ve debunked the top five misconceptions we’ve heard about recruitment software:
Misconception 1: “It will be too expensive”
It’s unsurprising that cost is a big concern for HR departments. However, while recruitment software might be an expense in the short-term, it’s important to think of it as a longer term investment.
A good Applicant Tracking System (ATS) will provide you with the functionality to make the most of your time and minimise those dry admin tasks. Many types of ATS are also scalable, meaning that as your requirements grow, the system can grow with you.
While enterprise-level software will be expensive, there’s a strong chance that you probably don’t require anything of this scale. A simple, easy-to-use recruitment solution, such as Webrecruit’s Fusion, is affordable and ideal for businesses that are not ready for a huge system but would still like to benefit from the features that an ATS can deliver.
Misconception 2: “It will take a long time to be implemented”
The implementation period for recruitment software can be a daunting time, especially if you’re not aware of the timescales involved.
Depending on the type of software that you’ve opted for, the implementation period can be as little as 2-3 days, right up to a few months. More simplistic Applicant Tracking Systems and cloud based recruitment software could be implemented in just a few days.
Larger scale software, on the other hand, usually takes about 12 weeks. These 12 weeks will comprise the requirements meeting, the build of the software, the initial testing phase, the user acceptance testing, the handover and the training. Of course, this length of time could vary depending on your requirements.
Misconception 3: “It will be too hard to use”
If you’re not tech-savvy, the idea of a new HR system can leave you feeling nervous. However, the most effective recruitment software should be easy-to-use, even for technophobes.
When you’re researching different ATS options, pay close attention. If the system seems overly complicated then it’s probably not the right choice for you. Don’t forget, the whole point in using the software is to make your day-to-day tasks easier.
If you do decide to purchase an ATS, just remember that your supplier should always be on hand to provide support regarding any issues you might have.
Misconception 4: “My team will never use it”
This is a common concern for many HR Managers, particularly if you already have long-established manual processes that everyone in your department is used to.
Highlight the specific features of the software and the benefits that it will deliver to your team. These could include not having to spend time sending emails to unsuccessful candidates (due to automated candidate communications) and not having to manually download and send CVs on to individual hiring managers.
It’s also important to get your team involved in the selection process. If you decide to invest in a piece of software that everyone has seen and likes, they’re less likely to resist once it’s been implemented.
Misconception 5: “I don’t trust technology – I’d rather handle things manually”
Managing your recruitment process manually doesn’t mean that your data is more likely to be correct. In fact, 88% of spreadsheets actually contain errors, according to MarketWatch.
Applicant Tracking Systems are brilliant for maintaining accurate records of candidate information because details are automatically captured when an application is made.
And, because all this information is stored in one place, you can build talent pools, manage your candidates more effectively and report on the success of your campaigns with ease.