Is your quest to find the perfect piece of recruitment software taking longer than you thought? Or perhaps you’re just starting your search and already feeling overwhelmed at the huge market.

We’re not going to lie; comparing suppliers and matching your needs with what they’re offering can be difficult, especially when you throw pricing structures and varying implementation periods into the mix.

Compare your suppliers with ease with Webrecruit’s Recruitment Software Demo Survival Guide.

To help you on your way, we’ve put together a list of five tips to keep you on track during your search.

 

1. Remember to focus on your original requirements, not what suppliers think you need

When you’re talking to multiple suppliers and they’re trying their hardest to promote the benefits of their own software, it’s natural to get distracted by fancy, ‘nice-to-have’ features.

There’s a lot of really great functionality included in some varieties of recruitment software; however, it’s important to keep your requirements at the forefront of your mind at all times. It’s easy to be won over by a unique feature or something that looks great but make sure that it fulfils what your business actually needs.

When you start talking to suppliers, make your requirements clear and keep reminding them of what you need; if the vendor seems to brush over what you’re saying, their system probably can’t meet your requirements.

 

2. Shop around

When investing in a piece of recruitment software, it’s important to explore your options by thoroughly researching the market. However, whilst we recommend participating in at least three demos, don’t get bogged down in viewing each and every piece of software on the market as you could end up feeling completely overwhelmed (not to mention the length of time it will take!)

Conduct some initial research, compile a shortlist of 3-5 suppliers and have honest conversations with them about your requirements and your budget.

 

3. Make sure that you’re on the same page as the decision maker

If you don’t have the final say in the selection process, make sure that the decision maker is on the same page as you when it comes to your requirements. There’s nothing worse than falling in love with a system from a usability point of view, only to find that your Director doesn’t like it.

To prevent any hold-ups during the software selection process, make sure that everyone involved is aware of your budget and requirements from the beginning.

 

4. Consider the candidate experience, as well as your own requirements

Although an applicant tracking system is a great way of making your recruitment process more streamlined and efficient, it should also have a positive impact on the candidate experience.

Make sure that you familiarise yourself with what the application process will look like from the candidates’ point of view and ensure that it’s as easy as possible for them to apply.

Mobile optimisation is also an important factor in your new system. More and more jobseekers are looking for their next role on the move; in fact, 45% of jobseekers are using their mobile device to search for jobs at least once per day. Therefore it’s important to check that the online application process will be mobile optimised.

 

5. Read reviews and listen to recommendations

If you know any other businesses that are using an applicant tracking system or an alternative type of recruitment software, ask them about their experience.

Although your needs will almost certainly be different, you’ll be able to ascertain whether a supplier provides good support, training and service levels. You will also be able to hear of their experience of the software’s implementation and how easy it is to use.