The Truth About Cool Factor
The simple truth about the snazzy features and functionality is that it wows users and set us vendors apart in our demos. Let's face it, sitting through a dozen demos is sort of like poking yourself in the eye after a while, you just want it to stop. The worst part about cool factor functionality is that in many cases you will never use it because it doesn't make sense to your day to day recruiting or this functionality just isn't main stream for your audience.
Get To Know Your Audience
I can't stress this enough; before you even embark in looking for recruiting software. Survey, email, question and get to know your users (applicants, managers, recruiters). Ask yourself tough questions before your buying eyes send you down a path that doesn't make common sense to your business need. I have included some modern day examples I can think of with today's more common selling functionality.
Social Media Recruiting
This is the hottest topic in recruiting technology right now. Some vendors have staked their business model on social media. Folks, if your users don't leverage these networks, this is a total waste of your time.
Employer branding is important but what you think is branding and what your applicant's think is branding may be different. Further to this, your hiring brand may be completely different from your corporate brand because of your audience.
Don't Decide For The 1% Rule
This is a very common mistake for companies evaluating recruiting and staffing software. They make a buying decision based on a role they hire maybe one time a year. I cannot stress this enough, don't waste your money on software that is designed to handle a role that you don't recruit for that often. There are plenty of one off options out there that can help you recruit for that one job without you making do with something that doesn't support the bulk of your hiring.
Compile Your Data and Build Your Requirements
This blog wasn't meant to be a guidebook but I hope companies really review the user base they will be recruiting for so that they can build requirements that make sense for them. It is also important for vendors to know when their software isn't a fit for the customer's needs and when you as a prospective buyer know what you need, they can help you decide if the partnership is a match.
Our Next Blog: Selecting Recruiting Software: Understand Industry Pricing Options and How That Can Save Thousands
About the Author, David Webb
David is the CEO of BrightMove and is a seasoned technology executive & entrepreneur noted for creating successful businesses. Over his 25+ year career, David has developed multi-platform expertise in the domains of computer science, data analytics & business transformation. Starting in 1995, David worked with his best friend, Jimmy Hurff, to develop one of the world's first Internet job board and resume bank applications. David is the primary architect of BrightMove and has an active role in the product's evolution to this day. From then to now, David has been consistently helping his customers to build great teams, using best practices and world-class technology.