What are software integrations?
Quality recruitment software is a crucial component for all recruitment agencies, from startups to multinationals across various industry sectors. In fact, 75% of recruitment professionals utilise recruiting software or an applicant tracking system (ATS) as part of their day-to-day work [1], and 94% of those professionals say that their recruitment software or ATS has had a positive impact on delivering their recruitment services.
Not only is recruitment management software clearly an integral part of any recruitment agency or internal staffing operation, it’s also a considered investment. Depending on the pricing structure, your software licence may cost a monthly fee of roughly £50 to £100 per user, or a one-off cost of up to £250 to £1,000 per licence [2].
As a potentially significant spend of your budget, it’s vital you ensure you’re getting the maximum ROI from the ATS or recruitment software you’ve purchased, or are considering purchasing. To help you evaluate your current or prospective recruitment software, we’ve put together some key considerations to make sure you’re actually getting the most from your recruitment tool.
Know your business
While this might seem like an obvious point, you’d be surprised how many recruitment agencies fail to evaluate how their business actually operates or how new recruitment software could streamline complex processes, reduce manual tasks, support candidate engagement, and improve the hiring process for your clients.
Understanding your recruitment process inside and out is critical when choosing the right recruitment software. Unfortunately, there isn’t a one-size-fits-all answer, it’s completely subjective. Deciding what’s right for you depends on the pain points your recruiting teams face daily, and what’s most suitable for the unique plans and requirements of your business.
If price is a factor, you might be tempted to opt for the cheapest option while you’re still scaling. But have you considered investing slightly more in a solution that could provide better long-term returns? A more comprehensive recruitment system could enhance your candidate experience, enable better applicant tracking, and help your team attract qualified candidates more effectively.
Know your recruitment software supplier
While this might seem like an obvious point, you’d be surprised how many recruitment agencies fail to evaluate how their business actually operates or how new recruitment software could streamline complex processes, reduce manual tasks, support candidate engagement, and improve the hiring process for your clients.
Understanding your recruitment process inside and out is critical when choosing the right recruitment software. Unfortunately, there isn’t a one-size-fits-all answer, it’s completely subjective. Deciding what’s right for you depends on the pain points your recruiting teams face daily, and what’s most suitable for the unique plans and requirements of your business.
If price is a factor, you might be tempted to opt for the cheapest option while you’re still scaling. But have you considered investing slightly more in a solution that could provide better long-term returns? A more comprehensive recruitment system could enhance your candidate experience, enable better applicant tracking, and help your team attract qualified candidates more effectively.
2. Preparation
Establish new operational processes
Successful recruitment software implementation starts with clear preparation. Understand how your recruiting software will integrate with your business and use this moment to refine and redefine your recruitment process. This is your opportunity to improve candidate management and streamline the onboarding process.
Mapping out new operational procedures for your applicant tracking system or recruitment CRM is vital for ensuring your team gets the most from the software. Properly configured workflows also support candidate assessments and help maintain a quality talent pool.
Data
A major success factor in getting the best from your recruitment management system is the quality of your data. Start by cleansing your current data before importing it into your new system. Then, establish clear processes for how applicant information will be captured, stored, and maintained. This enables faster access to top talent and ensures more efficient reporting tools and search functions.
Collaborate with your recruiting teams and senior leadership to identify how the software will be used to support tasks like job requisition management, skill-based assessments, or tracking job openings. Remember GIGO: garbage in, garbage out.
Invest in training
Ensure your staff are properly trained and up to speed with all the capabilities of your new ATS or recruiting software. With daily pressures and sales targets to hit, training often gets pushed aside but without proper knowledge, staffing agencies may fall into time-consuming tasks, miss out on candidate communication features, or waste valuable time.
If your business doesn’t have an internal trainer, assign one. Tailor training for different user groups and job functions. Arrange regular refresher sessions with your software supplier’s customer support team to ensure users are maximising key features and uncovering new ones.
3. Post Go Live
Review and feedback
After launching your new recruitment management system, keep reviewing how it’s being used. Audit your team’s understanding and collect feedback on what’s working and what isn’t, whether that’s related to job boards integration, automated communications, or reporting functionality.
This feedback can help you fine-tune workflows, better manage compliance, and continually improve the candidate experience and hiring decision-making process.
Support
Leverage the support options available from your recruitment software provider. Don’t hesitate to contact their helpdesk for any issues or queries. If problems persist or support becomes inconsistent, it may be time to evaluate your supplier relationship.
Relationship
Stay connected with your recruitment software supplier. View them as a long-term partner who can grow with you. Keep them informed of your business goals, share feedback from your recruiting teams, and suggest improvements to help optimise the platform.
If they offer a software user group or feedback committee, get involved. A forward-thinking supplier will welcome your input and actively evolve their solution to meet changing recruitment needs, from better candidate sourcing tools to enhanced interview scheduling options.
At the end of the day, it’s up to you to ensure you’re getting the best ROI from your recruitment software. Hopefully, this guide gives you clarity on what to prioritise when selecting, implementing, and maintaining a powerful recruitment management software solution that supports your recruitment team and elevates your hiring process.
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