Hiring Manager LedResponsibility for recruitment rests with a hiring manager i.e. someone who has other responsibilities in the business for example a Sales Manager. When the hiring manager needs a new team member, they may engage with HR who help them with some of the logistics such as writing and posting the job ad, arranging contracts and so on but the hiring manager themselves is driving the process, contacting candidates, and conducting most of the interviews. Hiring managers need recruitment to be straight forward due to time constraints so hiring software with a relatively minimal set of features and that can be interacted with intermittently as hiring requires is ideal. This is especially true for businesses that don’t have a HR function.
Human Resources Team LedThe hiring manager requests a new team member be hired and the HR team jump into action looking after the bulk of the recruitment process. The hiring manager steps in at critical times to build the shortlist, conduct face to face interviews and make final decisions. Recruitment software for HR teams often have additional features, are used across the business and often integrate with other platforms such as onboarding, HR and payroll. Typically, recruitment software with these additional features are called Applicant Tracking Systems or ATS.
External Recruiter LedThe hiring manager or HR team engages with an external recruiter to source candidates. In most cases, a recruiter is involved when the role is specialised, senior or difficult to fill for other reasons. Recruiters will often use their own recruitment software and tools to manage candidates which can include candidate relationship management functionality to allow them to build relationships with candidates over a long period of time. Think of candidate relationship management as being like customer relationship management. The system helps you to remain top of mind when the candidate is making a decision on what to do next.
Choosing the right software for your business
There’s no right or wrong when it comes to choosing recruitment software and there are plenty of excellent options. The best option of course is the one that fits your needs and your budget. Frequency of hiring is probably the most important factor when it comes to deciding which recruitment software to use because it will impact the price, training required and ongoing administration overhead.
If your hiring needs are more intermittent, recruitment software that uses pay as you go style pricing with feature sets that are simple and can be added to over time to scale with your needs is your best bet. Aside from cost considerations, you’ll want recruitment tools that you don’t forget how to use if you haven’t accessed them for a few months.
I’m your new… for example is focussed on a single part of the recruitment process; shortlisting candidates. The software has a few key features built in to help hiring managers with some of the more time-consuming tasks and its super-power is helping you to identify the most motivated and engaged candidates fast. It ranks resumes in real-time against a job description and allows you to re-rank based on criteria you think are important e.g. skills, industries, job titles, executive experience etc. It comes with a professionally produced pre-recorded video interview, out of the box which you can invite candidates to immediately after they’ve applied. Personality insight tools, recruiter services and customisations to the interview are available should the business require.
Because of its simplicity, it can be setup in seconds with no fees or integration requirements and you can use it on a job-by-job basis. If you only hire every six months, you won’t need to worry about forgetting how to use it. We see our clients come back months later without any need for refresher training.
Many recruitment software solutions are built for organisations that are hiring all the time. Typically, these platforms have a lot of features and involve some degree of setup. In most cases, pricing involves a setup fee and a monthly subscription that increases the more modules you use or as the number of users accessing the system increases. If you run a business that is recruiting all the time with numerous people involved in the recruitment process, these systems can be worth the investment.
Large scale applicant tracking systems and recruitment software platforms are designed with professionals recruiters and HR teams in mind and are expandable i.e. you can add and remove modules as required or integrate other third party functionality if required. Large systems may require HR or talent acquisition professionals to run them, so these costs also need to be taken into account.
Candidate relationship management systems and functionality is important where you’re recruiting all the time and need to keep your brand top of mind with candidates in the talent pool. Most talent acquisition systems and recruitment software products offer some form of candidate relationship management. Again, frequency of hiring will determine how effective this will be. If you only hire every few months, the effort required to build and communicate with a talent pool might not be justified. Examples of popular ATS providers used in Australia include JobAdder, PageUp and LiveHire.