Choosing the correct software for recruitment agencies should be an exciting endeavor but it often turns
out to be a daunting task. Thus to eliminate all stress related to its
selection, we have developed some guides and tips which if considered would
help you nail the right software with no difficulty. Few of those
considerations are:-
- The first step is to understand the difference between the application tracking systems and recruitment software. The former is meant to manage and organize any organization’s internal hiring process and maintains its relevant data for the specific organization only. The latter is used by companies managing external recruitment process. These manage candidates and their contact information for many employers.
- It is always advantageous when you decide on the day you want the software to go live and then work backward.
- Outline your selection process via independent research which will identify a couple of potential eligible software; discovery calls which will refine the list to a select few and finally product demos which will help you determine the software that best meets your needs.
- Remember to read the accompanying contract well and understand its fine print. Understand clearly about the training, guarantee, maintenance and all other required services. Be wary of multi-year contracts that would keep you pegged for a long time, stripping you of freedom to change the software.
- Be very clear about the pricing structure and what it entails. Common method is to charge by per user or by feature. It’s best to avoid systems that charge per job or per employee.
- You should be clear about all steps and timeline of the activation plan. Usually the various stages are data collection, kick-off call, account configuration and finally system education.
- The software requires a partner, not a vendor. Be sure the company is providing ongoing support post activation and successful roll-out of the software.
