Technology and Hiring: Everything You Need to Know About Recruitment Software

Recruitment software is software designed to help organizations and recruiters hire employees. It is used to attract candidates and screen the ones that are a perfect fit for their company. Recruiting software is very popular these days because of the ease of hiring it provides. Functions of recruiting software include sourcing, engagement, selection, and hiring.

Sourcing is used to attract willing candidates and filter out uninterested ones. To improve the hiring rate, engaging the candidates is important. This enhances the communication and information exchange between the recruiter and the candidate. The software, leveraging its artificial intelligence, screens, assesses and evaluates the candidates to select the qualified ones in the selection process.

Recruitment software works by tracking the applicants through the screening process. The recruiters start by posting requirements for the job, and the recruitment software will send it to various platforms through their recruitment portal. Regular updates are made in the portal, and if the candidate is selected, job proposals are sent. This makes the entire process easy and efficient.

Why do businesses need recruiting software?

Recruitment software ensures efficient hiring processes and streamlined communication. Your job offers and posting should be distinctive and provide clarity. A recruitment software portal will appeal to the candidates and create a professional atmosphere.

Recruiting software typically has various eye-catching templates available to draft applications or job postings. This aids the candidate and recruiter in filling the requirements accurately. It also has all-hour access, so you can access and look at the updates anytime you want.

Managing the records can be time consuming. With the use of recruitment software, your records are always up-to-date. A central recruitment software also permits the access of information to multiple users at the same time.

Although recruitment software targets most recruiters and is flexible in its use, there are three kinds of companies it primarily serves.

    1. Enterprise: For this type of company, software must incorporate their huge human resource management, information, and resource planning. They need proper collaboration functions and tools such as simplicity in sharing information and feedback to the recruiters.
    1. Agencies: Like enterprises, they also need to process large amounts of data and require the similar features. The point of difference in features is that agencies focus on customer relationship management as well. Therefore, they need to be able to track the variety in their positions for different clienteles.
    1. Small and medium businesses: They require the same features as agencies and enterprises, but the scale of their requirements is small. They can handle the scheduling and interview processes manually, so they do not require such features.

Cons of employing a recruitment software

For all the reasons companies need recruitment software, these platforms can also have some drawbacks. Here are a few:

Technical difficulties may arise

Because of their formatting, certain resumes can be hard to process by these hiring tools. Although recruiters may be unaware of the issue, this may exclude highly skilled applicants from consideration or alter the way their resume is presented. It is important to have a way to double-check the program regularly to ensure that technical problems do not get in the way.

Unconscious biases can perpetuate

Some businesses, such as Amazon, have identified prejudices perpetuated by their hiring tools. They discovered the filtering method favored male candidates’ keywords, resulting in unintentional sexism that rendered it more challenging for female applicants to make the cut. Since a person must set the software tools for recruitment, there needs to be a technological expert in every HR team.

It might exclude good candidates

Since recruiting software is based on predefined guidelines, applicants that think outside the box or have eclectic careers can be eliminated from consideration for purposes unrelated to their qualifications or work experience. Additionally you are more likely to overlook an applicant who would have been an excellent fit for your business based on their “soft” skills such as communication and ingenuity because they lack those certifications or sufficient experience.

Features you need in a recruitment software system

If you’re in the market for a recruitment or staffing software, here are a few features to keep in mind:

Easy software integrations

As a recruiter, you want all of your technology systems to integrate quickly and easily. Software companies have developed open APIs and partner marketplaces full of compatible software platforms grouped by hiring features in response to this demand. These partner programs cut down on the time and effort required to find applications that meet your needs.

You do not have to build from zero if you are hunting for an AI recruitment tool, for example. You will compare resources that already work with your current recruiting management framework in your ATS’s partner marketplace.

Many recruitment software solutions offer an integration marketplace or technology partner program to easily integrate your technologies into a single system of record.

Passive candidate management

The applicant tracking system (ATS), the cornerstone of recruitment technology, is a fantastic platform for inbound applicants. Still, it can fall short when it comes to managing passive candidates. Passive candidates are important: According to Lever’s numbers, sourced candidates account for 30% of hires, making them the second most popular source of recruit after applicants.

Tasks that take a long time to complete should be automated

According to an Aberdeen Group report, 59 percent of recruiters said they do not have the manpower or resources to process any of the career applications they get. Recruiters will be even more pressed for time this year, as LinkedIn forecasts an increase in recruiting rate.

That is why the ability to automate time-consuming and tedious processes is extremely valuable. There are now tools that simplify resume scanning, recruiting, applicant outreach, and interview preparation. It is just a matter of determining which activities take up so much of your time and which you would like to delegate to your recruiting management software.

An easy-to-use and intuitive interface

One of the most common criticisms of legacy computing systems is how clumsy and unattractive they can be. New implementations of recruitment applications are more user-friendly, intuitive, and have a more appealing user experience due to these errors. Unlimited customization options, a drag-and-drop tool, and data entry are among the user interface features.

Dashboard and reporting on recruitment analytics

Recruiting is now a data-driven feature, which means you must see and interpret data easily. You will need to know attributes such as the origins of your applicants, your hiring pace, the cost per employee, and the conversion rate of your recruiting funnel to figure out how well your recruitment software system is working.

This information will assist you in determining what is doing well and what should be improved. This enables you to identify areas for process change and lets you justify investing in better tech solutions for an underperforming recruitment role.

Software tools for recruitment

No one piece of software will assist or perform all of the tasks of hiring. As a result, most people use a hiring deck, which is a set of software resources. ATSs, CRMs, and interviewing apps are the most popular software methods recruiters use.

Applicant Tracking System (ATS)

This is a system that allows you to keep track of applications and applicants. An applicant tracking system (ATS) is the central center for processing job applicants, from arranging work postings to sorting resumes to monitoring interviews. Because of the large number of resumes submitted for a typical work opening, the applicant tracking system (ATS) has become the industry norm. A candidate monitoring scheme has reportedly strengthened the recruiting process for 94% of firms.

An ATS normally allows for some optimization of resume scanning by keyword filtering and knockout questions, which is one of the reasons for the improvement.

Software Application for Hiring

Because of its simplicity, online interviewing has become increasingly common. Recruiters may use apps to perform video interviews in real-time or watch pre-recorded interviews at their leisure. Technology that assesses each candidate’s word choices, voice gestures, and facial expressions to provide more details on each candidate is the next breakthrough in interviewing apps.

Customer Relationship Management (CRM)

Recruiters may use an applicant relationship management (CRM) method to strategically procure applicants by creating talent pools and nurturing them by recruiting marketing. To draw, interact, and nurture prospects, recruitment marketing employs the best marketing practices such as analytics, multi-channel use, and direct messaging.

A CRM differs from an applicant tracking system in that it focuses on the broader population of prospective candidates, while an ATS mainly focuses on applicants. Recruiters use a CRM to cultivate passive and active applicants who have shown interest in the business or who may be a suitable choice based on their credentials but have not yet applied for a position.

How to pick the right recruiting software?

When determining which tech is right for you, keep these tips in mind.

Define the challenge you will solve by using the application.

Begin by identifying the recruitment issue you are attempting to resolve. Start with the most pressing recruitment issue if you are trying to tackle several issues at once. Suppose the only issue is wasting a lot of time filtering unqualified resumes. In that case, the program you select should be able to simplify resume screening and simulate the shortlisting decisions you would make yourself on which applicants to pursue.

Check to see how the app works with your existing tools.

Each tech solution in an integrated recruiting stack is designed to effectively solve a particular recruiting challenge while integrating seamlessly with the others. For example, automated resume screening software interacts with your ATS and solves manually screening resumes. If a solution doesn’t integrate well with your existing technologies, you may cause more problems and headaches than the software is worth! Newer recruitment solutions have been developed to “play nice” with each other, recognizing the need for fast and simple integration. This means you will not need any IT help to use these new tech resources.

Choose tools that would simplify your work.

Technology is not meant to complicate life. Software that is extremely capable and versatile but not user friendly is not useful. For software to be useful, it needs to be easy to understand and streamline your work. Instead of depending on tutorials and case studies, put tech to the test by using it on the job.

Connect the software’s return on investment to a company result.

As recruitment teams begin to connect their KPIs to business-related results, the role of recruiting is becoming much more strategic. If the hiring program you are involved in will, for example, minimize time-to-fill, and you can relate reduced time-to-fill to a market effect like improved sales, you will be able to demonstrate the R&D investment.


Recruitment software can be a game-changer for your business. It can help you hire faster, scale your process, and attract better talent. There are a plethora of recruitment software systems on the market. Use this article to help you determine the right fit for your organization.

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