|
|
Guide to evaluate recruitment software
Choosing a recruitment software vendor could be an extensive and complex task, not to mention the potential costs associated with it.
This guide provides a basic framework to undertake the task of selecting an recruitment software vendor at a very high level. The idea is to provide you with the general areas you should consider when evaluating software in this space. You can then adapt this practical checklist according to your particular circumstances.
To succeed in finding the right recruitment software vendor, you need to be clear on exactly what you want, on the different problems you wish to address and on the ideal outcome. Without clarity, the process of finding the right software vendor is potentially just guesswork. Once you define your needs, then it is just a matter of making sure you gather the specific information pertaining the context of your software search.
Please find below a step-by-step guide to achieve this:
- 1. Define your recruitment software objectives
Your recruitment software objectives must be aligned to your general business objectives. These objectives could be set up in terms of:
- Time-to-placement or time-to-hire
- Quantifiable cost savings
- Candidate attraction strategies
- Handling of volume applications
- Process improvement
- Reporting requirements
- Job posting
- 2. Define the type of vendor that fits better your objectives:
Web-based or client-server?
There are two main types of recruitment software packages in the market today: the ones that are Web-based; and the ones that have chosen a client-server architecture. The selection of a software solution based on the systems architecture is not necessarily a matter of personal preference, but a critical factor that may dictate what you can or cannot achieve in particular circumstances. Client-server software typically needs to be installed, maintained and managed on your own computer hardware. You usually pay for a software license and an annual maintenance fee. Web-based, "on demand" or Software as a Service (SaaS) vendors host the system for you, looking after all the hardware and software in their own data centre and the service is delivered in real-time over the Internet. You usually pay a subscription fee (typically monthly), which gives you access to the platform again over the Internet. When it comes to configuration and flexibility, Web-based systems tend to have a serious advantage, as all changes can be deployed online without the need for installation patches and change management tasks at your end.Track record
Some organisations are happy to take the risk of exploring technology through the interactions with small and entrepreneurial software vendors, who may have the passion and innovation drive to develop software platforms with a fresh and different approach. Other organisations prefer the benefit of dealing with organisations that have been there before and to take the risk out of the equation. Ideally, wouldn't it be great to find a software vendor that has the proven track record but that culturally exudes innovation and continuously develops their product to add more and more value? Whatever your risk profile is, make sure it matches up with your vendor of choice.Support
Local support and local presence are sometimes mutually exclusive terms. It is not enough to know that there is a sales organisation in your local market. Make sure you check how the support calls are going to be handled, how well resourced is the support team and how well equipped is the vendor to subscribe to a reasonable service level charter.Flexibility and innovation capabilities
Whatever your choice of vendor, make sure they are able to support your business needs, both from the technical perspective and from the business perspective. Inevitably, your business needs will change and evolve as time progresses. Make sure you select a vendor that is capable of adapting as your needs change over time. You are looking at solutions that are configurable, but that can be implemented in a short timeframe.Market expertise
Recruitment processes may change from industry to industry and having a vendor that has had exposure to the type of recruitment you do could be an added benefit. Even better, dealing with vendors that have dealt with recruitment processes in a variety of industries and countries, including your own, may allow you to leverage from invaluable experience.Integration capabilities
Beware of vendors that claim that they can do anything and everything when it comes to recruitment processes. These vendors tend to have a close-minded approach to integration, regardless of the needs of the client. Even though it is theoretically more convenient to have a vendor capable of offering all areas of talent management, it is sometimes impractical for a vendor to excel at all the very specialised product areas that encompass the complex spectrum of modern recruitment processes. Because of the nature of Web-based systems, typically integration to other systems is simpler and easier to achieve.Vendor strategy
It is important to know where a vendor is heading strategically. It is also important to know the history behind the vendor. Check that there is a clear vision, that there is no conflicts with your own strategic intent and that the vendor has been consistent at achieving previous strategic objectives. Even if the vendor has not met every objective it has set up for itself, analysing that history and the approach will give you valuable insights into the vendor's philosophy and business approach. You are looking for points of resonance with your own organisation.Pricing
Even though this shouldn't be on its own right the only selection criterion to choose or reject a vendor, it is a very important consideration. Look for methods of quoting (fixed price versus time and materials?) used by the vendor, hidden fees, and overall pricing strategy from the vendor. You are looking at fair and reasonable practices.
- 3. References: You need to ask the hard questions if you want to have a true picture of what it is like to deal with the prospective vendor. Ask about the quoting and pricing practices, account management, issue resolution, technical stability, innovation, flexibility, willingness to integrate with other technologies and vendors. You may want to ask how often releases take place, how disruptive the releases are and whether or not the vendor involves their clients in the product roadmap. Get referees to talk to you about both the positive and the negative experiences with the vendor.
- 4. Implementation approach: A successful implementation is as essential if not more as the vendor fulfilling the necessary requirements from the technical and business perspective. If the product cannot be deployed in a timely fashion and with the desired quality, it doesn't matter how good the product looks. Look for implementation history, talk to reference companies that have gone through this process with the prospective vendor and ask questions specifically about the implementation process.
Book an Online Demo
