Choosing the right Recruitment CRM for your company can be daunting. Every vendor has it’s own page, demonstrating how powerful their product is, and how much better they are than competitors.
This makes a decision that is already difficult even harder. Companies live and die by the quality of their hires, so having recruitment software in place that helps them hit their goals is crucial.
To help you choose the right Recruitment CRM, there are some questions you need to answer about your company, your team and the kinds of candidates that you want to hire or place.
What do you really need?
It’s easy to get distracted when you set out to find new recruitment software. Before you know it, you’re watching product demos and flicking through conference handouts (stuffed with all your favourite buzzwords) and you’ve forgotten the key reason why you’re in the market for a new system!
To avoid getting lured in by salespeople and feature lists, there are a few questions that you need to answer when you start your search for new recruitment software.
i) Do you need a Recruitment CRM?
If you’re an agency recruiter, you’re well aware of the benefits of using a Recruitment CRM, but if you work in-house it’s possible that you’ve only ever used an ATS before.
What’s the difference? ATS systems are set up to manage and process applications, a CRM lets you get proactive and start sourcing, building talent pools and nurturing candidates that haven’t applied (as well as applicants).
Here are a few indicators you might need a CRM:
You’re sourcing actively
You’re using spreadsheets to manage candidates
Your company has more than 1 recruiter
You’re regularly faced with hard-to-fill roles
You waste time on process and admin work
You have a big applicant or resume database that you’re not tapping into
Right now the ATS is more widely used, but analysts believe that in the future 70-80% of the recruiting process will be handled in the CRM.
ii) Why are you looking for a change?
What has prompted your search? Why doesn’t your current system fit your business process?
It could be anything from a frustration with persuading old school software to do what you need, or a need for new functionality to help your team deal with candidates more effectively (e.g. sourcing and engaging passive candidates).
There’s always a reason, and pinpointing this will help you stay targeted in your search for new recruitment software.
*If you’re a first time buyer…
This could be the first time that you’re looking for recruitment software, maybe you’ve decided that now is the time to graduate from spreadsheets to a Recruitment CRM. Even if this is the case though, there should still be reasons for the switch. (These should be quite obvious, once you’re at a certain capacity, spreadsheets become unmanageable!)
ii) What are your priorities?
Put simply, what are your main recruiting and business priorities for the next 12 months? What are the things that your Head of Talent or your CEO really care about? The right recruitment software will help you hit these goals and build your business, so make sure that these are front of mind from the start of the process.
- The need to hire proactively, source and build a talent pools.
- The need to reduce costs and time to hire.
- The need to provide a great candidate experience.
- The need to build your brand and attract passive candidates.
- The need to create the perfect interview and assessment process.
The need to see comprehensive analytics on your whole proces
iv) Have you considered ALL the effects of a bad recruitment CRM
Choosing recruitment software can have a pretty big (and unexpected) knock-on effect. It isn’t just your recruiters (the end users) that have to deal with the system you put in place, it’s also your candidates.
If you’re bought a clunky system that your team hate to use, how likely is it that they’ll be performing at peak capacity, managing candidates effectively, running a watertight assessment process and sending out personalized messages to improve responses?
When you have to fight with a system that doesn’t work the way you need it to, inevitably things start to slip through the gaps.
What you can guarantee though, is that all of these things will affect the candidate experience. Candidates have no idea what recruitment software you’ve chosen, all they know about your organisation is the derived from the way you treat them.
If your team have to spend the bulk of their days fighting with their recruitment software, doing admin work and updating records and notes, are they going to be able to provide the candidate experience you want?
Bad candidate experience (the figures)
And if you’re wondering about the negative impact of a bad candidate experience…
- 42% of candidates said they would never seek employment at that company again
- 22% said they would actively tell other candidates not to work at that company
- 9% said they would go so far as to tell others not to purchase products or services from that company