Tips for choosing recruitment software

Are you considering changing your recruitment process? And would you like to do this with the help of (new) recruitment software? Then be sure to read this blog! We will take you on a journey through the world of recruitment software and explain what you need to consider when choosing it. We will also show you that it can be about much more than just managing applications. Ever heard of Total Talent Acquisition (TTA)? 

Consider why you want to start using recruitment software

Someone in the organization says, "Let's take a look at recruitment software. I see it so often in the market, and we can't afford to fall behind." That's nice, but it's not really a good reason to choose recruitment software. Why do you want to start using recruitment software? What problem do you think it will solve? It's important to investigate that first.

For example, are you constantly struggling to recruit the right candidate and/or are you dealing with scarce profiles that are difficult to recruit? Then that could be a reason to choose recruitment software. Imagine you work for an organization as a recruiter and you are tasked with searching for a specific profile. Let's say: an engineering project manager. In that case, it can be useful to know how long it takes on average to find such a profile. Is this longer than six months and is the project starting in three months? Then you know that it is best to hire an interim candidate who can start immediately.  At the same time, you can start the permanent recruitment process. You can now easily justify this choice to your management. Here, you are talking about approaching the entire market of candidates and you are already talking about TTA again! So, that was your first taste of TTA!

Make a list of "Must-haves" and "Nice-to-haves."

When you know why you want to start using recruitment software, you also know what problem it solves and therefore which functionalities it must have. Make a list of "must-haves"—what must the software be able to do? And "nice-to-haves"—what can you postpone or does not necessarily contribute to solving the aforementioned problem? For example, if you work with an HR package, it is important that the system can be linked to it, so this is a "must-have."

If your organization is larger and more complex, you may want to work with an RFI (Request for Information). This is used in the initial phase of a procurement process to ask potential suppliers to provide information about their products, services, or capabilities. This includes the system's functionalities and costs.

So first look at what your organization needs and only then start looking at recruitment software. That way, you'll have the right starting point. After all, you're reasoning based on the needs of your organization. This keeps things clear and effective. Now you have a clear overview and you can start crossing off software. Great!

An overview of suppliers

Now you can really get started on making a list of software suppliers. There are thousands of them! Lots of good ones, both large and small. A very diverse market with something for everyone. Which doesn't make it any easier. Fortunately, you know exactly what you want and can start matching "must-haves" with suppliers. 

Keep it simple

Are you working on a larger project and does your organization have a complex structure and do you work with many different systems? Do you have little experience in choosing recruitment software and setting up an RFI? Or, after reading this blog, are you leaning more towards a TTA approach? Then there is a good chance that you will soon lose sight of the bigger picture. It is advisable to hire a specialist, an expert who is familiar with various software programs, to advise you and guide you through the process. An expert has played this game many times before and knows better than anyone what tools are available and what you need to look out for.

Conclusion

Recruitment software or TTA tooling solves many problems, but make sure you understand what it solves for you and what it will deliver. In addition to the above, there is much more you can do. For example, take a good look at GDPR and the costs/benefits. It all depends on your situation: the size, type, and complexity of your organization. Would you like to discuss this with one of our consultants, without obligation? We would be delighted to invite you for a cup of coffee.

A little more about Total Talent

TTA stands for Total Talent Acquisition. You've probably heard of it before. But what exactly is it? TTA basically means everything you do to increase the inflow of talent into your organization and/or improve its quality. In other words, attracting all the talent available in the market, regardless of their contract type.

TTA encompasses a number of different activities, such as attracting candidates (recruitment), selecting candidates (screening based on skills, for example), but also onboarding candidates and contract management. TTA goes beyond recruitment software and is much more comprehensive. 

TTA offers a number of advantages. For example, by taking a holistic approach to recruitment, your organization has a better chance of hiring the right candidate. This results in reduced recruitment time and lower costs, and often a much better candidate experience!

Are you an employer or intermediary looking to take your Total Talent approach to the next level? Be sure to mark February 9 in your calendar! That's when Werf& and ZiPconomy will be hosting their 13th Webinar Week, and Claudia Mascuñan will be talking about the Netherlands' first Total Talent Tool: Olli!