Questions to ask when buying recruiting software

9 Questions to Ask Before You Buy Recruiting Software

Jeremy Corporate Recruiting, Staffing, Tips & Tricks

Many retailers and delivery services are focused on seasonal hiring for the holiday season, and many businesses turn to staffing firms to make placements during this high-stress time. It’s crucial for businesses to have adequate staffing during the holiday season, otherwise, customer complaints might increase and businesses could potentially lose customers.

Using the right technology can help recruiters keep in touch with candidates all year round to make placements more quickly. But investing in new technology has its share of challenges. There are many recruiting software tools out there. How do you go about choosing the right vendor? Here are a few important questions to ask:

1. Is it scalable?
Staffing firms are poised for significant growth right now, which means they need a platform that can grow with them. Make sure the applicant tracking system can accommodate both current and future needs before making a decision.

2. Is there easy application integration?
Today’s recruitment software needs to act as a hub where recruiting teams manage all of the data they have about candidates. With recruiters reaching out to candidates through email, social media, phone calls and various other channels, it’s vital to be able to integrate additional tools to facilitate all of these sources.

3. Does the vendor know their industry?
According to Recruiting Blogs, it’s important to deal with a recruiting software vendor that knows the industry inside and out. Veterans of recruiting will have better insight into the features that will empower recruiters to find the best talent available.

4. Is data migration an option?
Client and candidate data are the lifeblood of any staffing agency or recruiting team. You can’t afford to lose this information when you transition to a new system. According to Recruiter, you should find out how easy this process is and how much assistance you will get.

5. What kind of support is provided?
No matter what the circumstances, investing in new technology is rarely a walk in the park. You need to make sure the vendor will be around to help you smooth out the kinks. How does training work? Is it completed on-site or over the phone? Find out how the vendor will set you up for success with the new technology.

6. Is it accessible?
In an increasingly on-the-go world, it’s important to ask about the accessibility of the platform. Is it cloud or server based? Can you reach it on a mobile device when necessary? Recruiters can’t always be chained to their desks. They have to go out in the world and meet people. It’s important to be able to capture that information when necessary, whether your team is in the office or at an event.

7. How user-friendly is the interface?
If you really want your recruiting team to take full advantage of this platform, you need to make sure it’s easy to use. Ask for a demo to determine whether you could see you and your staff easily adopting this applicant tracking system.

8. What does it look like from the candidate side?
Candidate experience is a vital consideration for any recruitment software. Job seekers are less likely to go with a company that makes it difficult for them to apply. In an environment where job seekers have all of the power, the application experience can have a strong impact on their interest in one position over another.

9. Is the vendor forward thinking?
The recruitment space is evolving quickly. Will the recruiting software vendor be able to evolve along with it? Mobile and social recruiting are a must, and who knows what the future will bring. Look for a vendor with a history of innovation and a penchant to look toward the future of recruiting.

There are many different tools out there. While cost will obviously play a significant role in the discussion, it’s important to consider factors like how easy it will be to work with and whether it will strengthen your recruiting team.