Recruiting Technology: A Constantly Moving Target

The recruiting technology industry has been expanding at a rapid rate. The new tech that has come out in the last decade has totally changed the day-to-day of recruiting. There are countless advantages to finding the right software and systems for your organization’s unique needs, but the struggle is how quickly this technology is evolving, the number of choices and the difference between all of them. 54% of employers currently have open positions for which they can’t find qualified candidates. This talent drought, among other factors, has triggered what is known in the HR and recruiting world as the “HR Tech Arms Race.” Organizations are finding it hard to keep up and make the right choices when it comes to their software. As the war for talent ramps up, organizations can’t afford to fall behind with their recruitment technology that speeds up time-to-fill, improves the candidate experience and cuts down on wasted resources. Here are a few targets that recruiting software decision makers should know to aim for when choosing the right tools for their team. Upgrades/Updates All the cool kids are in the cloud. Instead of having to dedicate IT time to updating and maintaining systems like an LMS (Learning Management System), ATS (Applicant Tracking System) or a Video Interviewing Platform, cloud-based software is managed by the provider. All maintenance of the programs is conducted online, without wasting any HR department or IT resources. Mobile and E-Learning Corporate training is back in a huge way, and it doesn’t look the same. Textbooks and conferences are fine and dandy, but organizations around the world are turning to mobile and e-learning. According the Bersin by Deloitte 2014 Corporate Learning Factbook, among highly advanced companies, as much as 18% of all training is now delivered through mobile devices. Ease of Use The number two reason that ATS buyers decided to switch their software provider in 2013 was because the system they were operating on was too complex, according to a SoftwareAdvice Buyerview.  If no one knows how to use the software, they won’t use it. And that brings us to… Training and Support Training and support might just be the most important part of choosing a recruitment software vendor. Many of the providers you will talk to will have very comparable products, with several of the same features and tools. If they don’t have the training and ongoing support that your team needs, that should be a deal-breaker. Again, if no one knows how to use the software, what good is it? Integration Ignoring integration is like going out at the spur of the moment and buying a puppy –stay with me here. Everyone is excited and they can’t wait to play with the new puppy, but it doesn’t take very long for everyone to realize that it doesn’t fit into anyone’s lives. Make sure that your new software can and will integrate smoothly with your other systems and processes. If you don’t know what to ask, simply ask to be shown how the software will integrate with your other systems. Candidate-Centric Remember that your team only represents a fraction of the people who will be using this software. The majority of users will be the people you need to impress –your candidates. The software should work optimally for both ends, the recruiter and the candidate. For an ATS that means looking at how long it takes to fill out an application, or if the vendor offers features like the “Apply with LinkedIn” button. For a video interviewing platform, you should look for things like great tech support for the interviewee, and user-friendly interface. The pace at which recruiting technology is advancing truly does make finding the right software kind of like hitting a moving target. Decision makers just have to know what to look for. There are tons of resources that identify why user switched, what they saw lacking and what they’re looking for in their next choice. Remember to always take a demo and loop your team in on decisions. Happy hunting! RELATED POST: Are 1 in 2 Job Seekers Missing Your Jobs Because You’re Missing Mobile?