Written by Lucy Heskins | January 28, 2015
HR software is an admired tool amongst busy Human Resources teams due to its impressive functionality, from organisational charts to holiday management it has proved to be valuable to many HR departments.
Often HR software systems come with an additional recruitment software module, which can be included from the outset or bolted on at a later date if required. This bears the question however, how effective are they?
It may seem like an easy option to add the recruitment module to your current software, as a useful addition. But, you are highly likely to fall short of the enterprise-level recruiting functionality that can take your sourcing strategy to the next level.
Although there are arguably benefits to the software bolt-ons often being trialled, we have discovered that our clients favour a standalone solution.
The following four reasons focus on why using standalone recruitment software instead of a bolt-on module should be considered:
1. Restrictions of the bolt-on
HR software is efficient; however it isn’t always fully comprehensive. Consequently, a recruitment bolt-on can be inadequate in achieving all that it is expected to do. Standalone recruitment software on the other hand, can deliver you much more in terms of features, functionality and benefits providing better capacity in cutting recruitment costs.
2. Application limitations
One of the widespread problems with bolt-ons is limitations at the front end, with the sometimes occurring inability to link with careers sites. As a result there is no automatic capability to add candidates into the software, causing heavy admin workloads.
Repercussions can include:
– Having to implement a new careers site, incurring unnecessary costs
– A list of jobs shown on a simple feed, which is unsearchable
A careers site can allow a more varied application process, with more than one potentially being implemented. Candidates can then apply through an application form or their LinkedIn profile, and you can even create a process for a specific type of candidate.
3. Minimal customised features
The recruitment module can present difficulties when aspects of it need to be customised, due to it being one specific aspect of the software. You may end up going back to the developers when looking to change aspects of the module, resulting in additional costs.
Standalone recruitment software possesses a vast amount of tailoring, adhering to particular requirements set by your business. It is also able to be integrated with social platforms and video interviewing software, as well as being mobile optimised.
4. You’ll have reporting boundaries
Although the bolt-on offers reporting, this will be minimal which may require you having to access Google Analytics presenting problems when looking for data that shows the whole picture.
You may not be able to access the application source, whereas standalone recruitment software allows you to manage costs, and customise your reports.
There is no doubt that HR software is a useful tool for a busy HR department, however by opting for the recruitment bolt-on to your system you may be compromising and therefore avoiding reaching recruitment goals.
If you want to transform your recruitment, and are considering what’s available, check out the following questions to ask when talking to a supplier about standalone recruitment software:
1. Is a career site an element of what they are offering you?
2. Is it equipped with mobile optimisation?
3. What about integration – will it work with social media platforms?
4. If a careers site is provided – are you able to edit it, or will a developer have to be paid to do this?
5. Is the ATS flexible to meet your company’s varying goals?
6. Are you able to have the whole vacancy requisition process within the system?
7. Is there an agency portal?