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3 Key Factors to Choosing the Best Recruitment Software for Large Organizations

Published: September 13, 2021 In: Remote Hiring

The recruiting landscape is ever-changing. With AI-led innovations and recruitment software taking center stage, it is time for the HR department to rethink its recruitment strategy and adopt technology at the heart of its processes. The Future Workplace 2021 HR Sentiment Survey found that driving innovation and growth is the top priority in 2021 and beyond for 79% of organizations surveyed. And rightly so.  

Recruitment today is siloed and manual. Per a report titled ‘Toward A Total Talent Future’ commissioned by Alexander Mann Solutions, organizational silos are the main barrier to organizations optimizing their talent mix. Add to it the manual processes that take hours, sometimes days, to be done, and you have yourself a frustrated recruiter, an inefficient recruitment process, and hiring metrics that are highly unfavorable. The solution? Embracing intelligent technology that can transform the way your organization hires. 

If you’re looking to take the path of innovation and adapt to a technology-led recruitment process, don’t look further. This guide takes you through the top features and tools to consider while choosing a recruitment software. 

Top features to look for in a recruiting software

There are three things to consider when evaluating and selecting a recruitment software: How the software helps you screen, attract, and assess your prospective candidates.

Screening Talent 

Screening is hands down one of the most dreaded, time-consuming tasks in the recruiting world. Some organizations and recruitment teams must sift through hundreds of resumes to identify the one person whom you hope is the right fit. According to research by Glassdoor, a single position gets around 250 resumes from potential candidates. The time and money spent here could easily be allocated to something more meaningful by adopting intelligent tools that would do this job for you. To make the screening process a breeze, consider these features: 

  • Recruitment chatbot: An AI-led chatbot would be something your recruitment team would love. It’s a conversational interface similar to a messenger chat window that helps carry out basic steps in the recruitment process using AI and Machine Learning. It could be something as simple as getting the candidate’s information and leading them to the right page on the website to scheduling interviews with the candidates.  

  • Resume parsing: Remember the 250 resumes per job opening mentioned earlier? Imagine if there was a solution that would automatically do this job in minutes? That’s what a resume parser does. It is an AI-based software that parses resumes using Natural Language Processing (NLP). It eliminates manual data entry by intelligently extracting candidates' information and storing it in your ATS. 

Attracting and Engaging Talent 

We’re not talking about putting up well-designed “Employee wanted” posts. We are talking about going the extra mile to ensure your candidate is truly attracted to your organization.  Here’s what you can do to make sure you have their attention from the get-go: 

  • Branded communication: When the hiring is remote, the need to showcase the brand is doubled. Many recruiting software providers provide a fully branded experience on the software interface in order to ensure the candidates do not miss out on the feeling of belonging. These could also include customized forms, branded videos, and so much more. 

  • Accessibility: This is a feature that has become a must-have today. Every individual deserves to have the best career possible and having a recruitment experience that helps them through their different abilities makes the organization even more attractive to the candidate. 

  • Mobile-ready: Enough has been said about how mobile is a game-changer in recruitment. But, even today, mobile is predominantly used only for SMS or calling purposes. Leveraging a mobile-first approach and having the candidate go through the entire recruitment process on mobile can significantly impact the effectiveness of hiring.  

  • Talent pools: Building a talent pool is an effective way for recruiters to ensure a constant flow of candidates is available when needed. Executing the hiring process becomes much easier and faster when you must reach out to a candidate who has already been screened, assessed, and engaged with the company's culture. All you have to do is reengage with candidates and offer them the role.

Assessing Talent 

Assessments help gauge the past knowledge, skills, and potential of a candidate. Research by SHRM shows that efficient talent assessment results in a significant increase in productivity, cost savings, and decreased attrition. Here are some examples of features that help you assess the right candidate: 

  • Online assessments: Assessments can be of various types like aptitude tests, cognitive assessments, etc. Today, organizations have also started leveraging behavioral assessments to avoid hiring the wrong/bad candidate. They have moved online owing to prominent benefits like saving a significant amount of time, efforts, and operational costs, innovative features like question randomization, more flexibility, transparency, security, real-time analysis, etc. 

  • Video interviews: We are not talking about plain vanilla ‘video calling’ platforms. Leveraging robust video interviewing platforms with features like automated interview scheduling, behavioral analytics, customizable built-in evaluation forms, etc. can help choose the best-fit candidate faster. Want more? You can interview the candidate on the go, from anywhere at any time. 

  • Candidate insights: This is the ultimate use of AI in today’s recruitment scenario. How easy would hiring be if someone could give you an accurate insight on a candidate’s behavioral fitment, learnability, cultural fitment, and more? There are tools that do exactly that to make sure your organization’s decision is right, and the quality of hire remains top-notch. 

Other additional features to consider include: 

  • Integration with ATS and HRMS: Integrations are key to a smooth and efficient hiring process and data flow. Having a software that integrates with your ATS (Applicant Tracking System) and the HRMS (Human Resource Management System) can help you save oodles of time and efforts that can be used elsewhere. 

  • Compliance: Data is the lifeblood of your business. Ensure the software provider is compliant with major global standards like GDPR, SOC, ISO, PDPA, CCPA, etc.  

  • Workflow automation: It is basically defining a series of tasks to complete a process, and then removing all the manual steps. Remember, automation is the way to go. 

Still wondering how to choose the right recruitment software? Stay tuned for our next blog post that will take you through the Talview Hiring Solution. 

Request a demo to learn more about the Talview Hiring Solution for your recruiting needs. 

Tags: Remote Hiring, HR Tech & AI, Recruitment Best Practices, Recruitment Automation

Written by: Ankitha A

Ankitha is a Post-Graduate in Journalism & Mass Communication currently working as a Content Marketer at Talview Inc. She also specializes in social media management and event strategizing. When she is not writing, she loves spending her time cooking, traveling, or learning new things. You can follow her by clicking the buttons below.

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