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Request a DemoFor centuries, the recruitment process was deeply entrenched in the use of "paper." From career sections in the newspaper to resumes and 3x5 cards for recruiting, documentation was predominantly in print. The creation of Personal Planners and The Rolodex in the mid-1950s marked a seemingly significant change in how we used paper - but the medium was still the same. It wasn't until the 1980s, with the invention of applicant tracking systems, that we began seeing the early stages of what is today known as recruitment software. However, those tools required human recruiters to do even the most basic functions.
In the mid-1990s, job boards like Monster and HotJobs started to gain steam, matching employers with candidates. Though innovative for their time, these tools replicated the careers section of a newspaper and functioned more like an email box than true recruiting software. It was only in the early 2000s that recruiting software examples (starting with applicant tracking software (ATS) evolved into sophisticated systems that streamline the recruitment process.
Today, G2 lists 13 categories of recruiting software, including more than 300 tools. These examples of recruitment software range from candidate relationship management and interview intelligence to diversity solutions and virtual job fair software. Some of them are standalone systems and others are vertically integrated or integrated into many of the other required tools in a recruitment tech stack.
So let's dive into some recruitment system examples.
So, how do I choose the right one? Let's look at a few top choices and a step-by-step process to help you narrow down your options.
As companies have grown to a global scale, hiring people from around the world, one of the new entrants is diversity recruiting tools with a growing global emphasis on inclusion, diversity recruiting platforms allow hiring teams to focus on attracting and retaining top candidates from diverse backgrounds. Choosing one of these top recruiting platforms means beginning with a needs assessment.
Conducting an internal needs assessment will identify challenges in your hiring process that may deter top talent. One example of this would be biased job descriptions. Job description bias can exclude qualified candidates through the use of language that's considered exclusive.
A needs assessment will help you uncover where your hiring process may have a bottleneck. For example, if you're not getting applications from diverse candidates, it may be because you're not tapped into diverse hiring networks and job boards. It may also be due to biased job descriptions. In any case, if you reverse engineer your hiring process and take small actions toward your hiring objectives, you'll see an increase in diverse candidates.
Now that you know what obstacles you're facing, a review of the available recruitment platforms that solve this problem will net one or two main solutions. One option could be to choose a job description builder that removes biased language or review LinkedIn's free mini-course, "The Best Strategies for Writing Bias-free Job Descriptions." Another may be an AI-sourcing tool that helps you tap into diverse talent pools by analyzing profiles and resumes to identify underrepresented groups.
Next, look at your hiring tech stack. Do you have software, tools, and training for your team to eliminate bias in the hiring process? This is where anti-bias training, tools like interview intelligence, and tests like Harvard's collaboration with Project Implicit come into play. Have all of your interviewers take an implicit bias test before conducting interviews.
Top recruiting software should always include some type of bias mitigation. Whether that's in the form of training, integration with diversity solutions, or a focus on creating an inclusive hiring process. This will ensure that you're attracting and hiring the right candidates for your company.
So far, we've discussed removing bottlenecks that may be keeping great people from your team, different types of recruitment software, their uses, and benefits- Now, let's dive into some of the standout features of top recruitment platforms.
When evaluating top recruiting platforms, it's important to consider their unique features and how they fit your needs. The recruiting software platform you choose to implement will look very different for someone hiring software engineers versus a company looking for sales representatives. But all of them should share these things:
Once you've identified which solutions will meet your needs it's time to evaluate them. There are many methods of evaluating recruiting software but the best way is to try it. Demo it, ask for a free trial, and use it to see if it delivers the desired results.
There's a funny (and regrettably true at times) meme depicting a salesperson juggling a phone in one hand to sell a product, while holding another phone with the product team in the other hand. This is a humorous way to illustrate that there's often a disconnect between what is being "sold" and what the product actually does. To avoid being the victim of this, take the time to test out different recruiting platforms before making a decision. That way you're not allocating budget to something that won't truly deliver results.
In conclusion, finding the right recruiting platform for your needs doesn't have to be overwhelming. With a solid needs analysis, a few demos and trials, and a thorough evaluation before you make a purchase, you'll find the right platform that will help you attract, hire, and retain the best talent for your organization.
If you'd like to see how interview intelligence can help you mitigate biases and gather deep insights on your candidates to ensure they're the right fit for your team, book a demo of Pillar today!