By
Jyoti Tejpal
Mission is to humanise recruitment around the world, creating a completely positive hiring experience for both employer and candidate, job seeker’s opportunity
BIAS FREE top-of-funnel pre-hire assessment for cognitive skills & psychometric traits, 20′ online chatbot assessment, based on job match & company requirements
Project Management & Analytics stage for recruiting team, Transparency in research & recruiting process, Birds eye view with customizable metrics & gamification
Recruiting software is designed to offer recruiters and hiring managers to provide assistance in recruitment drives and the whole hiring process. The recruiting system gets applicant information and provides recruiters to filter, grade, and match candidate skills for job requirements. Generally, recruiting software can offer recruiters post openings on multiple online job boards, join the candidates, schedule interviews, and track the progress.
With recruiting software, recruiters can connect multiple job boards, career pages, internal referral portals, and social media platforms within one system and provide them via a single screen. This unified view also gives recruiters post job openings and source resume across all channels in just a few clicks, saving them time and effort needed by manually posting on every channel.
With the significant number of applicants per position, it can be not very easy for recruiters to access and screen each applicant with the same level of attention. Through features such as candidate screening and resume parsing, recruiting tools can filter hundreds of resume in a single go and shortlist applicants with needed skill sets. This quickens up the overall shortlisting process and ensures only candidates with the necessary skills are interviewed.
Make and manage relationships with candidates and provide their progress throughout the hiring process.
Track interactions and access a log of all communication with specified managers, job seekers, and other stakeholders.
Manage and schedule interviews for best possible candidates.
Post openings on different job boards and social media podium.
Search biodatas and curriculum vitae (CV) within a document database using applicant name, job title, ID, work experience, skill sets.
Transform free-form CV’s into a structured format to facilitate storage, analysis/screening, and data extraction.
Most products available in the market are priced on a “per recruiter, per month” basis, and can be divided into three pricing tiers based on their starting price. The premium product is priced higher have additional features like territory management, autoresponders, and unlimited record management.
Mobile accessibility is now a most sought after and an essential requirement for recruiting software. As more and more job seekers use mobile devices to get information about openings, recruiters have started using smartphones to post job openings and join the candidates anytime, anywhere. Look for vendors that provide either a mobile app or mobile browser accessibility to ensure that users can stay connected on the go.
The software vendors provide a comprehensive HR suite that has almost all requisite human resource management functionalities, while standalone recruitment software providing a focus on a specific area. If you have an existing HR system, it’s necessary for whatever recruitment software user but to integrate with it. Carefully review vendors’ integration capabilities to ensure the user doesn’t end up with a recruiting system, needing HR personnel to duplicate entries across multiple applications manually.
As the need for software with high data-crunching capabilities and enhanced analytics speed increases, more and more recruiting tools are adding artificial intelligence (AI) and machine learning capabilities to their products. Around 26% of HR professionals believe that AI and automation are impacting the workplace right now, and more than 60% think it will change their workforce planning within two to five years. AI-enabled recruiting software helps businesses automate the candidate search process using requirements such as work experience, skill set, current location, and more.
The average person spends almost two hours on social media each day. In response, recruiters have extended to popular social media platforms such as LinkedIn, Facebook, and Twitter to their recruitment channels while posting openings and searching for candidates. Over 90% of professional recruiters utilize social media to post job openings and network. About 70% of hiring managers have successfully engaged correct candidates through social media platforms, emphasizing the continued rise, importance, and success of social recruitment.
