The New Job Pool
2017 is rumored to be a year of change in the job market. There is only one thing for certain that we can do to stay afloat. As a recruiter, you’re aware that you need to cast a very wide net and cultivate your networks to accommodate the shifting new requisitions. Those with the deck stacked in their favor will be the most beneficial in this employment enigma. Thankfully for our industry, technology has come to our rescue. New software is popping up left and right claiming to be the best for sourcing, searching, and analyzing. But is your software selection really going to help you navigate the talent pool’s new deep end? Here are a few questions you need to ask before choosing the right platform for your company and boost your recruiting efforts:
Can it go mobile?
We are always on the move, and we expect everything we are working on to come with us. Whether it’s data, resumes, or contacts, it’s safe to say that we want our information and we want it fast. It should go without saying that your recruitment software of choice should be cell phone and tablet friendly. After working with a platform that is connected to the cloud, it’ll be hard to imagine going back to a hard drive only software. Having up-to-date information at your fingertips will save you time and frustration when you’re on the go.
Does it make sense?
Find a platform that promotes an effective applicant tracking system, or ATS. Anyone can design their own, but it’s the software company’s job to create an expert system that will improve your efficiency when courting candidates. Find a system that allows you to dive into an applicant’s virtual resume and leave notes where you need to. This keeps those pesky sticky notes out of the equation and allows for chronological documentation of conversations and comments. Remember: this function is supposed to make you more organized.
Can you collaborate?
Can you communicate with managers, team members or customer service reps within the system? Keeping communication streamlined makes it fast and easy to locate important messages or share information about an applicant without having to look through group emails, texts, and other numerous forms of messaging on the market. Our social messenger of choice is Chatter, which allows us to integrate social media information and user documents into our feeds.
How is the search function?
How does the software find potential candidates? Does it only work with certain job boards? Do YOU have to go to all career sites individually? Before you sell yourself on a particular system, make sure that you are getting the sourcing function you are paying for. Use a system that interacts with all the major online job boards and allows you to save engaged candidates directly to the software. Test the search function within the software to find your notes and applicants of interest. Keywords and phrases should always be searchable in a platform. With all of the changing job titles and functions 2017 may call for, this candidate search function is gold.
And just a quick note: when test driving a recruitment software, don’t assume all functions are possible. Request a demo and take the time to vet the platform and see if it is really all it’s cracked up to be. Check out our homepage to explore how we set up our top-notch recruiting software.