Taking the Plunge – 3 Keys to Your Online Recruiting System Final Decision

So after a painstaking evaluation process, you’ve finally decided to take the plunge and automate your hiring process. You’ve done your homework, requested information from your top contenders and now the big decision – which Online Recruitment System is right for you?

This final decision is no small undertaking, and with so many products and feature sets on the market, it can be difficult to find your perfect match. But before the task becomes too overwhelming, take a moment to read through these three key areas that are essential to finding your prefect system:

Pricing Structure

Price point is probably one of the highest concerns in your selection process (if not THE highest concern). But when evaluating price, it’s important to understand how much bang you’ll get for each buck that you spend. For example, what is the cost and what are the limitations? Will I be required to sign an annual contract? Do I need to pay for each position I post? Or is there a limit to the number of applicants I can process and hire off of a single posting?

Beyond basic payment structures, it’s essential to find a system that will jive with your existing office workflow. If you want to include a lot of decision makers in the hiring process, make sure that you are not limited to a specific number of system users. On the road to streamlined hiring automation, it’s important to allow all of your hiring managers to learn and understand the new systems so that they can begin streamlining their practices and realize the time saving benefits of automation.

Training and Support

Once you understand pricing, the next logical question is how will I learn to use my new hiring system? You can buy the most expensive Ferrari in the world, but it won’t be a very effective mode of transportation if you don’t know how to drive. The same can be said about purchasing recruiting software. Keep asking yourself: Is the system user friendly and easy to learn? Will I be offered training or do I need to learn on my own? Will my team jump on board and be able to effectively use this new technology? Or will my path forward be filled with frustration and low user adoption?

By keeping internal user adoption in mind, you will be able to avoid major headaches down the road. In addition to training, look for a company with great customer support team. When embarking into the unknown world of automation, it’s always nice to know that you’re not alone.

Data, Tracking and Integrated Assessments

When selecting an online recruitment system, one final area of concern is tracking the data of your new hiring process. With modern metrics, data, and tracking capabilities, it’s easy to collect data and use it to transform the way you approach hiring. When selecting a system, ask yourself: Does the system automatically collect EEOC data to help me with my day-to-day reporting? And does the system archive applicant data for each position for aggregate review? These metrics can prove to be an invaluable resource as you continue to streamline and simplify your hiring process overtime.

For a more efficient approach to hiring, consider integrating background checks and skills testing into your application process. These types of assessments allow hiring managers to collect additional information, see a complete picture of each applicant, and truly understand their potential for growth within the company.

In the end, making a final decision may seem like a daunting task, but by focusing on these key areas, you can efficiently assess available options and find the best system to fit your unique needs. For more information about choosing an online hiring system, check out Hyrell’s Online Hiring System Vendor Comparison Guide. It includes additional worksheets, guidance, comparison points, and strategic questions to ask before taking the plunge.

Posted by Jessica Palmeri on September 26, 2013 Share