Recruiting Software

By Sophia J. Peterson, SoftwareReviews.biz

Also known as applicant tracking software or resume software, recruiting software are a subset of TMS (Talent Management System) and are popular players in the ASP or SaaS (Software as a Service) domain. Some of these systems are self-hosted and range from a few hundred dollars to a few million dollars, while others function within the websites of leading recruiting agencies or big corporates. While complexity and scope of the need often skyrockets the price, the manufacturer also provides training for end users as a key process for project success.

Recruitment software streamlines and monitors every aspect of a recruiting process. This group of management software is of primary use to executive search firms, temp agencies and mid to enterprise level businesses, which manage their own recruiting process. An integrated functionality being the keyword, typical recruitment software allows applicant tracking, requisitions, web-based reporting, retention and employee referrals. Currently, recruiting software is considered a vital component of many a successful businesses; thanks go by and large to their evolution that occurred over the past several years. Further boost was provided by the advent of the Internet that turned recruiting software more sophisticated yet user-friendly, bringing on big increases in productivity, effectiveness and profitability. From the very basic to the ones featuring hundreds of state-of-the-art features, most of the recruiting software packages are now inclusive of all of the features and functionality for an improved recruiting process. But there are differences between recruiting software designed for recruiting and staffing firms and those with corporate HR orientation; the latter ones comprise more robust reporting tools along with options for both contact, client and candidate management.

Recruiting software functions primarily around a database; it stores and organizes an applicant’s information in multiple ways. The software adds the applicants’ resumes to a database which recruiters can access any time. Moreover, recruiting software is capable of filtering out unqualified applicants. Apart from being user-friendly and flexible, an ideal recruitment software should include a fully customizable skills list for matching candidates to vacancies, a diary facility to track events, record activities and manage schedules. Additional features should include a low installation and infrastructure cost, minimum training and start up times, total accessibility through intranet / Internet, E-commerce capability, Quality management procedures support and guaranteed searches to always provide accurate data. The common technical specifications are as follows:

• Server Requirements: Microsoft Windows 2000/Windows 2003 Server; SQL Server 2000 with 512 MB Ram and 40 Mb Ram per User, Pentium 4.2 GHz processor, 10/100 LAN Card.
• Operating System: Windows 98, ME, 2000 or XP without any additional client software.

An ideal recruitment software should have both Front and Back office facilities; while the Front-Office shall provide a fully featured website that can easily integrate into an existing corporate website, the back office shall be able to upload and manage CV’s and photos for candidates and logos and maps for clients. Powerful search facilities are kept for matching candidates to suitable vacancies and send job alerts upon availability, while additional features like built-in diary and activity management, the ability to send emails to clients and candidates and reporting functions adds the extra gloss.

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