In a workforce arena where faster hiring processes are needed more than ever, transformative recruitment technology is essential for streamlining these tasks to onboard new talent quickly. Recruiting new candidates to fill open positions can take longer if you don’t have quality recruiting technology in your company’s resource arsenal. Something as simple as trying a new applicant tracking system software could help you with this upgrade journey. Let’s evaluate whether your current recruitment technology is in the Stone Age to see if you need a more modern upgrade.
Assess Your Current Recruiting Technology
The first step to knowing if upgrading recruitment technology is the right move for your company is to assess the current one you’re already using. Ask yourself these questions during this assessment.
Is the current recruitment technology streamlined for efficiency?
Efficiency is a key feature when utilizing recruitment technology for your company. Evaluate whether your current software has enough streamlining features to be successful.
You will know upgrading recruitment technology is the better path if there are extra steps for streamlining. A streamlined recruitment solution should ideally have special features like AI analyzing resumes to hand-pick the best candidates, automatic interview scheduling, and automated communication such as reminding candidates about their scheduled interviews.
Is the technology user-friendly for both candidates and recruitment personnel?
The solution should be user-friendly for candidates and HR personnel to initiate a more seamless recruitment process. Candidates should be able find open company positions and complete the required application(s) without enduring complexities in the system. They should also understand and fulfill all the application requirements because it’s clearly displayed across the process.
Does the technology integrate with compatible HR systems?
If your current technology is having trouble integrating with HR systems (i.e. performance management software and payroll), it’s time to start considering upgrading your solution. Rather than candidate data stored in multiple systems, it should automatically transfer from the recruitment technology system to a unified, consistent HR system.
Can you conduct recruitment outreach directly from the software?
The best recruitment technology software allows you to generate and post job openings on job boards and social media platforms. If you have to complete this task separately from your current software, it may be time for an upgrade for increased efficiency.
Identify Current Business Growth and Changes
As your company grows, your need for trained professionals also increases. Identifying where your business has already advanced and its potential for future growth will help refine your recruitment strategy. The variables of your strategy will only be complete with top-of-the-line recruitment technology.
Evaluate why there’s an increased need for hiring demand, whether it’s because of surging popularity in your company’s products and services or recent market expansion. If your current recruitment solution cannot handle streamlining the increased hiring demand, then it’s time for an upgrade.
For example, if you need to hire to accommodate for market expansion into another country, ensure the application is in multiple languages for all candidates to have a fair chance of applying. Recruitment marketing features in the technology such as posting job campaigns to social media and other websites could spread the word about your open positions to fill your company’s talent pool faster.
Evaluate Technological Advances
Technology is always evolving. Hence, your recruitment technology should be on par with such advancements to stay innovative in the hiring process as one way to outwit your business’s competition.
End-to-end data encryption should be prominent in your current solution to protect candidates’ information. If not, it’s time to switch recruitment technology providers. The technology should also contain the latest AI features that enhance the proficiency of candidate sourcing procedures. Plus, high-quality password protection capabilities are another safety net securing candidate data.
Garner User Feedback
Send emails to recruitment personnel and candidates who utilize the recruitment technology to garner user feedback about the system. These emails can contain surveys with 3 to 5 questions so you can gather data on the efficiency of your current technology. If the feedback is mostly negative, you should be upgrading recruitment technology immediately.
Ask personnel to rate the effectiveness of the system’s tools on a scale of 1 to 5. Have an open-ended response where they can report if any candidates contacted them with issues about the technology platform.
When surveying candidates, have them rate their user experience of the recruitment technology on a scale of 1 to 5. Ask about user-friendliness on the same scale and if any issues occurred for them during the application process.
Evaluate Cost Versus Value
If you want to upgrade your recruitment technology, it’s crucial to evaluate the overall cost of the software versus the value it gives your company. Taking note of the initial costs and ongoing charges for each one will help you to determine which technology is more valuable. The new technology could cost more, but will it give you the advanced features necessary for a seamless recruitment process? This is the basis of the cost versus value principle when making such evaluations.
Recruitment technology software companies may charge additional fees for special advanced features. These costs could depend on your business size. For medium-sized businesses, it could cost $100 to $600 for each user of the recruitment technology every month. The more premium AI-driven features that automate tasks usually cost extra, but these short-term sacrifices will drive long-term returns on investment for your company as the recruitment process is more automated.
Consider Upcoming Features or Upgrades
Before upgrading recruitment technology, discover if there will be any updates on your current software. If it’s debuting any of the advanced features it’s lacking, there may not be a need to get new software.
Check into your current software’s customer service. Can the team members help you learn about the new functions released on the software if you are having difficulty self-navigating them? Is there a help center available as a resource for when customer service representatives aren’t online to help you? If your current recruitment technology software company lacks quality customer service or is not releasing advanced feature updates, it may be time for an upgrade.
