The purpose of recruiter software is to manage information related to recruiting of new applicants, and organization of pro-active recruiting efforts and communications.
This recruiting software, similar to applicant tracking software, is available in several forms:
- Custom Developed, as a standalone – affordable by large, unique corporations only
- As part of another enterprise or HR package. There are many of these, most of them under the general category of ‘HR software'
- As a stand-alone software package. Actually there are very few of these as most have tried to gain larger market shares by encompassing more functionality in the HR realm.
Software for recruiting includes tracking applicants and positions that have developed. It typically includes connections to benefits software, often to HIPAA or other regulatory software, and usually to accounting or payroll software as well.
Because of their preponderance and the competitiveness in the market, basic to moderate functions for recruitment software are now very affordable for medium or even small business.
Major entries in the recruiter software market include:
- NWSI (Northwest Software)
- Taleo
- Dillistone
- PeopleSoft
- Resumate
- Brass Ring
- and tons more
In selecting the proper recruitment software for your staffing needs, several factors come into play. These factors are similar to those for selecting other software packages:
- Market usage: Do other organizations in the same business use a specific package (most companies should follow usage trends, not try to set them)? If so, recruitment sharing within industries is a strong practice.
- Stability of organization: Since recruitment is a constant issue, with ever changing needs, you don't want either out of date software, or to be constantly installing SW from different suppliers.
- Interfaces: Are there interfaces built into the software to allow for automated interfaces into other standard software such as other HR software or business management software or accounting software?
- Specifics of business: If you hire predominantly seasonal or migrant workers, certain packages may work better. If you are in certain states with specific reporting requirements, other packages may be better. If you hire contract vs. permanent, or if you place employees as consultants to other organizations, etc., then some software packages may work better than others.
- Training: Training is required for in-house installations, but don't forget that if the recruitment software has an on-line element – normal un-trained applicants must be able to use it.
- System resources: Not usually an issue, but sometimes small business environments are on under-powered hardware already.