How to Select the Best Recruiting Technologies

Have you ever walked in the Expo Hall at the HR Technology Conference? Over 8,500 attendees and 400 vendors line up to walk the floor of the world's largest HR Technology conference. From assessment to learning, and outsourcing to testing and surveys, the types of technologies out there that are used for  recruiting and HR are massive, but how does one pick the right tools when it comes to building out their recruiting strategy?  

Picking the right recruiting software has multiple implications. When companies evaluate the next piece of software they want to purchase, whether it be an ATS, Recruitment Marketing Platform, CRM or video interviewing solution they must understand these seven basic functionalities:

     1. Mobile-ready for candidates/recruiters 

It's 2017. All software should be mobile-ready if not mobile-first for candidates and recruiters. A recent survey from Beyond.com said that 77% of job seekers look for jobs via mobile. That stat alone should convince you of the importance. With that being said, 50% of Fortune 500 companies still don't have a mobile-friendly career site.  

     2. Fast application process 

We're living in an on-demand, fast-paced economy and candidates want to apply for a job and be on with their lives in a matter of minutes. Creating a drawn-out application process will leave candidates finishing half of the application and never go beyond the first step. Selecting technologies that provide quick apply is a must. Make sure you’re adding tools that make the application and hiring process more efficient rather than lengthier. 

     3. Quick training and support 

Have you ever lost a candidate because your system went down and you couldn’t contact anyone to fix the issue? Make that candidate wait a couple days and they turn around and accept a competitor's job offer? Make sure to find software that has a great reputation for customer service and 24/7 support, and if not, that they have a robust admin training program so that someone on your team is able to train others or fix issues quickly 

     4. Analytics and Reporting 

We recently wrote on the importance of using metrics and why they need to be used in your recruiting program. What good is software without the analytics and reporting function? To me, this is an essential piece of any recruiting system.  

     5. Easy Integration 

The days of recruiting technologies not playing nice together are over. We are now in the age of cloud applications and open APIs. There is no reason to select a piece of recruiting software that won’t integrate with your current ATS or an ATS that won’t integrate with your HRIS. This is very important for eliminating manual data entry, streamlining processes, and ensuring data integrity.  

     6. Customer testimonials 

User reviews are great, but what's better is knowing friends who've used the software before. There are several Facebook groups and other channels that you can get real feedback from a network of recruiters who are looking to help others. Ask for help and get some real information instead of relying on website reviews that could be real or fake.  

     7. Scalability 

The ability to scale up will help companies avoid the hassle of finding a new technology that fits their business needs at every stage of their company. While inevitable, it's best to avoid switching systems until absolutely necessary. Find a technology provider that will last in super growth mode then switch when the time is necessary 

What do you look for when it comes to selecting the next technology? Let us know in the comments below. 

Will Staney

Will is the Founder and Principal Consultant at Proactive Talent Strategies, LLC and the former Head of Global Talent Acquisition at rapidly-growing startups Twilio andGlassdoor. Prior to that he held recruiting leadership roles at enterprise software leaders VMwareSuccessFactors and SAPwhere he lead strategic programs includingemployer brandingsourcing strategy, recruiting operations and systems process design.

During his over 7 years as a recruiting practitioner, after 10 years in sales and marketing, he developed a passion for building what he calls "modern recruiting machines". He would push innovation from the inside, execute on his vision, and once it was realized he would pass the torch on to those he had mentored and move on to his next challenge. He was destined to start a consultancy so he could help as many companies as possible adopt a more proactive recruiting strategy with community in mind.

In his free time, Will enjoys riding his motorcycle, trying out the newest gadgets, and spending time with his two kids, Foster and Felicity.