How to Select Recruitment Software that's Right for Your Business

Re-evaluate your processes
Look critically at how you operate; decide which procedures are the most awkward or least useful and consider how you would like to change them. For example, paper-based application forms can be replaced with on-line applications. Key applicant information will be fed directly into a software system, preventing the need to re-enter data. Equally, automated letters to applicants can reduce time when moving applicants through the recruitment process.

Ask yourself difficult questions
Are you making the right recruitment choices? Are you keeping up-to-date with legal obligations such as 'right to work' checks and equal opportunities?

Go shopping & network
The Internet should be your first port of call when searching for software providers but don't forget exhibitions. We recommend Softworld HR and Payroll, HR Software Show and CIPD Harrogate. Exhibitions are the perfect opportunity to get together some hard collateral for analysis back at the office. It is also a great chance to get a feel for different software packages and suppliers; the way you are dealt with on an exhibitor's stand can be a good indication of the service you can expect.

Get everyone involved
While recruitment software is mostly a concern for HR, any software choices you make will inevitably affect others in the business.  Whether it's IT, finance or senior management, they will all need to be involved in your decision. The trick is to get them involved from the outset, explaining your current problem and how you intend to address it.

Don't be dazzled by whizzy functions
All singing, all dancing functions may be fitting for large organisations, but is it necessary for your size and type of business?

Good software doesn't have to be complex, you should find it easy to use. Consider setting up an evaluation session to give your colleagues a chance to test the software, as their acceptance will be crucial.

Think beyond implementation
Finding the right system is only half of your task. Think about how your supplier will handle possible system errors, upgrades, training new users and general queries. The service you receive will be the difference between a system that works and one that fails to deliver. Software implementations can become unstuck when support levels are not considered.

Listen to suppliers
A good software supplier should be able to advise you on the positives and negatives of how you intend to handle your recruitment processes. This advice is free and worth considering. Remember, they deal with hundreds of companies just like yours every day.

Get case studies & references
Good reports from existing software users can give you assurance that you are buying effective software. Ask about businesses similar to yours that may have the same processes in place, or similar legislative demands. The way they use the software will help you to gauge how it can be used and how it can benefit your business.

Justify the investment
The biggest stumbling block when selecting software is getting approval from budget holders. Make sure you know which recruitment processes will save you time moving applicants through the recruitment process. Estimate the number of hours saved, how this translates in monetary terms and where you will re-invest your time. These are all key considerations when working out the potential return on your investment.