7 rules for finding the best rec-tech software

September 2nd, 2019

How many programmes have you downloaded only to uninstall shortly after?

While there were 194 billion app downloads in 2018, only a small percentage of remained in use regularly. There’s a reason that only the top software makes the cut onto our mobiles and desktops long-term. With high levels of excellence in tech, the modern world accepts nothing short of perfection.

It’s the same with recruitment technology: the market is overflowing with software, but without taking the steps to refine and perfect solutions, most won’t make the cut for recruitment professionals to use on a daily basis.

Not all rec-tech is relevant for every recruiter. It’s all about choosing the right software for you.

For tech to be adopted on an enterprise-wide level it has to be best suited to your needs. So, how can you find a system that works best for you and your company?

Rule 1:

Identify your needs

We feel your pain: providers calling you to sell their solution with barely any differences or perceivable benefits, so you end up with multiple options and none that actually do the job the way you need it to be done.

It can easily get messy and confusing if you have overlapping systems when you could just use one system that fulfils all of your needs. The best way to avoid this is to take a proactive approach to software procurement that is led by your organisation’s needs, rather than by the vendor’s sales pitch.

Before you go to market, make sure you know all of your key strategic painpoints and opportunities inside-out.

Rule 2:

Search for the best user experience

HR Technology is only as productive as the people who use it.

You and your teams will invest a lot of your time and energy into the recruitment software you implement, so make sure it’s easy to use. Just as in the consumer realm, user experience is critical to scaling adoption and impact.

Slick, intuitive and simple solutions are the way forward for the industry – why would you want to spend hours reading manuals and training to get to grips with software that is supposed to make your life easier?

You don’t do it with the other apps on your phone and you shouldn’t have to do it to recruit.

Rule 3:

Aim for analytics

Every industry is driving to become more data-driven and recruitment is no different. Today, the key differentiator between a successful strategy and a failed strategy is whether the strategy is based on actual data, or whether it was based on ingrained assumptions and biases.

Being able to track and benchmark the effectiveness of each recruitment activity enables teams to a/b test different approaches and then double-down on the stuff that works. Additionally, having visually-supported insight means you can better communicate the value that your teams are providing to other areas of the business – and elevate the recruitment function’s impact to an increasingly strategic level.

Whether you’re identifying trends and opportunities or spotting bottlenecks and dead-ends, the value of your teams’ data could stretch much further than their day-to-day recruitment.

Rule 4:

Don’t settle for an ugly user interface

In a world where we shouldn’t judge a book by its cover, the same can’t be said for the tech we use.

“Ugly” tech can be off-putting for both you and your team, and with so many apps out there constantly developing and updating their interface, there should be no need to compromise on UI.

Don’t spend your time looking at dull-dud screens when you could have sleek graphics and aesthetically-pleasing colour palettes – although it seems finicky, it really makes all the difference in the long run.

Rule 5:

Opt for bespoke providers

Find a provider who is open to feedback and listens to its users. Even the most traditional of rec-tech organisations should know that their customers have diverse and ever-changing needs, so they should cater their solutions accordingly to keep up with industry trends.

Breaking the market with innovations themselves is a plus and, top tip, check on their social channels or site resources to see if updates are mentioned – if they are doing it often, they’ll want you to know.

Rule 6:

Ensure it’s accessible

You don’t conduct a large segment of your recruitment on mobile, however, it’s useful that a provider has a mobile app and doesn’t function solely on desktop.

Everyone has those ‘last minute dash’ moments and it’s important that you have all the necessary information accessible at your fingertips – and that you don’t have to rely on slow internet browsers to load poorly-optimised webpages.

Search keywords directly within the app download store to see who has their solution as a functioning app.

Rule 7:

Favour the features

It’s proactive to choose a solution that comes with an array of nifty features and automations to make your life easier.

Your ideal solution should have yourself and your candidates at the heart of everything, and a good provider will have built their software around you. Check out their main sells to see if they mention any groundbreaking features that others aren’t, and find someone who can add value to your day.

Stick to these rules and you’ll find a provider that fits the criteria for the software you need. Go forth and find your new rec-tech provider… and choose wisely!

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