The Recruitment Proces (Part 10) - Onboarding and Support image

The Recruitment Proces (Part 10) – Onboarding and Support

Staff Squared date icon6th January 2020

Tag iconManaging staff

Last time, we looked at how to connect with your existing tech stack to make your hiring process easier and more beneficial for all involved. If you didn’t catch it, why not head back over to part 9 of The Recruitment Process series to catch up? 

Shopping for HR tools in such a broad market can be daunting, to say the least. There are so many companies out there competing with one another and knowing which platform to go with can be difficult to pinpoint. Complex systems, unfriendly interfaces and a lack of essential features could end up adding to your workload, instead of helping you hire more effectively.

With this in mind, there are some things that you should consider when deciding on the recruitment software that you’ll use to improve your hiring process.

Ensure the System Does what it Says is Does

There’s nothing worse than investing valuable time researching systems and spending money on long-term contracts for a new tool, only to realise that it doesn’t actually have the functionality you expected it to have. 

When this happens, you either have to replace it – meaning that you either have to go through the whole process of looking for something else and taking out a new contract with a different provider or buy additional software to cover your needs – all of which probably involves more financial output. 

Most providers offer demos of their systems, so you should most definitely take this opportunity if it is offered to you before making a purchasing decision. It is also very common for free trials to be on offer too, so take advantage of this to ensure that you are getting exactly what you are after. 

Don’t just settle for the first system you find, though. Play around with the different features available across multiple products to gain a better understanding of their functionality and their limitations. This way, you’ll get a better picture of how they work and how they can help in hiring without committing to buy.

Go for Something that is Easy to Use

In most cases, recruiters are the main users of HR tech such as applicant tracking systems. However, there are other people in the company who will occasionally use them, too. For example, hiring managers get involved in the recruiting process once a new role opens in their team and HR managers will want to have an overview of all hiring pipelines as well as get access to historical data.

That’s why when you’re choosing your HR tools, you need to think of all the end-users and try to pick systems that are intuitive, or at least easy to learn, to ensure that the people who won’t use them on a daily basis are still able to complete the tasks required when they do open them up. The last thing you want (or need) is to spend time and money implementing a snazzy new tool to organise communication during the recruitment process only to have a manager send their request via email. 

Again, demos and free trials can help in increasing user adoption. Try out a few different systems and involve your colleagues, too. Which system did you all enjoy using the most? Which system most alleviates everyone’s pain points? Use this information along with other criteria (i.e. your budget) to make your final decision.

Address your Specific Needs

You might not be able to find one magical solution that offers everything you need, but you should pick the one that satisfies your high-priority needs, at the very least. 

Start by identifying what your recruitment software should absolutely have and review what’s in the market. For example, if you hire a lot via referrals, you might prefer a system that helps you keep the employee referral process organised. Whereas, if your hiring managers are constantly on the go, a fully functional mobile recruitment software is probably the best solution for your team. 

On the other hand, if you’re in the retail industry, you probably don’t have to pay a fortune to get the latest AI system; instead, a platform that helps you publish your open jobs on multiple job boards and social media is going to be the most effective and affordable option for you.

The Recruitment Process

That concludes our series on The Recruitment Process. I hope you have found these posts helpful. If you missed anything, why not take a look back at some of our previous posts to get a better understanding of how you can improve your own recruitment process?

Why you Should use Recruitment Marketing

Conducting Passive Candidate Searches

Utilising Existing Staff Connections to Obtain Referrals 

Making a Good Impression on Candidates

Hiring Collaboratively 

Fair and Objective Interviewing

Applicant Tracking

Reporting, Compliance and Security 

Connect to your Existing Tech Stack

Written by Clarisse Levitan

Lead Customer Care Agent - Staff Squared

Clarisse works as the Lead of our Customer Support Team to provide all of our customers with the very best care and guidance when using their HR software.

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