How Your Recruitment Software Impacts your Recruiting

Man in a suit with computer graphic overlay

Scouting for and securing top talent is likely a priority for your company, but the rules of engagement have changed. For one thing, low unemployment has made HR a sellers’ market, with job candidates rather than employers in the driver’s seat. For another, finding a good fit for your organization requires agility, flexibility and perseverance. Talent acquisition software multiplies the outreach of your HR department with the automation, recruitment tools and applicant tracking abilities essential to successful outcomes.

Sounds Like a No-Brainer

Acquiring high-powered talent can be the single most critical component of your company’s success, according to The Job Network, and effective recruiting solutions give you a significant edge. With an applicant tracking system in place, you can automatically stay in touch with job seekers via email, social media and mobile channels with brand-bolstering messaging and relationship-building strategies. You can even assess talent engagement with ATS tracking tools so that you can make adjustments to improve performance.

Although using the latest automated recruitment system for talent acquisition may seem like a no-brainer, in fact many organizations are reluctant to adopt such systems. They may believe that their existing HR strategy works fine overall and don’t want to invest more time and money on something new. If you choose to hold off on updating your HR outreach for these reasons, you could be losing out on top industry talent and jeopardizing your company’s bottom line.

The Role of Integration

The trick to creating an effective recruitment technology stack is integrating the successful parts of your current strategy with the software you plan to put into place. For example, if your company customarily posts job openings on such boards as Glassdoor and Indeed, your software should automatically link to your job boards of choice.

Similarly, if you have already established and actively curated pages on social networks, your talent acquisition software should be able to pick up where you left off in terms of maintaining the following and branding benefits you have already gained.

Additional points of integration for your existing tools and your new ATS systems should cover:

  • Candidate sourcing
  • Resume tracking
  • Background checking
  • Employee screening
  • Reference checking
  • Onboarding

Performance Metrics

Recruiting software is only as good as its measurable results. Your ATS system should provide you with metrics that demonstrate its worth but also pinpoint areas that are ripe for improvement. With the integration of your traditional HR metrics and the ability to translate new data into visuals like graphs and charts, your HR staff can fine-tune the firm’s acquisition outreach, and your executive board can see the tangible results.

The Bottom Line

When you introduce new talent acquisition software to your HR department, integrating the old with the new is critical to success. By retaining those components of your HR strategy that are effective while optimizing your competitive edge with ATS systems, you can locate and attract the talent you need in the current competitive job market.