By Ettie Holland on 19.02.2021 How to choose the best virtual recruitment software
With coronavirus forcing recruitment to go virtual, we’ve seen a big uptick in teams wondering what to look for in virtual recruitment software.
So, without further ado… here’s a checklist. Some elements might be more or less critical for your business, but this is a decent starting point.
A checklist for assessing virtual recruitment software
Here’s what to look for, if you’re weighing up recruitment software providers.
Supports various recruitment processes?
You need virtual recruitment software that can handle your recruitment processes, however varied. Maybe you’ll use virtual assessment centres for some roles but live video interviews for others, for example.
And your recruitment processes might change over time. You don’t want to invest in software that’s only relevant right now. That probably means looking at an all-in-one platform or more cost-effective software with add-on modules.
Quick set-up and short learning curve?
Your team has plenty on their plate without a long, disruptive set-up and steep learning curve. Look for virtual recruitment software that can be configured to your needs fast – and that your team can get value from straight away.
Intuitive, simple software sees higher adoption – and you can’t see ROI from a platform nobody likes or uses.
Integrates with our existing tools?
Any virtual recruitment software needs to play well with your existing HR and business management software unless you’re willing to commit to a complete tech stack overhaul.
If you’re using video interviewing software, for example, can you pull candidate data automatically into your existing ATS or HRIS? Can you email candidates directly from one interface, or do you have to log-into multiple tools?
Customised to your needs?
The best virtual recruitment software should conform to your unique internal processes. For example, you may need to coordinate different interviewers, assigning reviews to various members of your team at different stages.
Your software should make your existing processes easier; not dictate new processes.
Offers plug-and-play templates?
Templates and pre-configured reports can save your recruitment team heaps of time. The best recruitment software will typically have good pre-configured settings, so you can get move fast if you don’t need bespoke.
For instance, that might look like a library of common interview questions or pre-configured feedback workflows.
Notifies recruiters and hiring managers to take action?
Your recruitment team and hiring managers shouldn’t have to log into the platform to check if there’ve been changes. They should get an email notification when they’re needed, to prompt immediate action and keep the process moving fast.
Automatic test scoring?
Virtual testing software should automatically collate, score and rank candidate responses, to reduce manual admin from your recruiters. Best-case, you should also be able to deliver killer questions that rule-out candidates automatically, so your recruiters only see pre-qualified candidates and don’t waste time.
Easy to compare candidates?
Virtual assessment software shouldn’t just replicate the in-person assessment process. The platform you choose should increase quality-of-hire and limit the risk of poor hiring decisions by making reviewing candidates easier. Good software will help your team quickly compare candidates side-by-side according to pre-defined competencies.
Supports a range of assessments?
The best online assessment platforms allow you to build, host and deliver a wide range of tests. Like: multiple-choice tests; situational judgement tests; language tests; aptitude tests; compliance tests; error-checking tests, and psychometric tests.
And you should be able to import multi-media, to deliver video, audio and image questions that recreate real-life scenarios. To increase quality of hire and deliver a better candidate experience.
Multiple browser and device log-in?
The best virtual recruitment software fits around how your recruitment team already works; not the other way around. You – and candidates - should be able to log-in from any browser, on computer, mobile or tablet.
That way, your recruiters or hiring managers can review candidates on-the-go, whenever is convenient (to accelerate the review process and shorten time-to-hire).
Will candidates like it?
If you don’t deliver a great candidate experience, you risk losing top talent and damaging your employer brand.
Good recruitment software is easy for candidates to use; convenient and straightforward. Ideally, you’ll be able to add your branding across all screens, emails and reports, to give a consistent experience.
And automated candidate communication – like automated email reminders to complete interviews – are a must.
Advanced reporting and predictive analytics functionality?
The better you interrogate your data, the more your team can improve the metrics that matter. Choose software with predictive analytics functionality as well as comprehensive reporting to take recruitment strategy to the next level – from reacting to pre-empting.
Also look for advanced data visualisation capability, to help bring data to life for your team and the C-Suite.
Backed-up with excellent support?
As a minimum, you need to be able to speak to a human whenever you need. But more than that, the best virtual recruitment software should come with dedicated one-to-one support, to help you get the most from your product stack, processes and recruitment strategy.
Robust data security?
Your recruitment data should be absolutely safe and secure, owned by you. Nothing less is acceptable.
Any recruitment software provider must be compliant with the strictest industry standards – and your data must be backed-up unfailingly so you can always restore if needed.
Good value for money?
The right virtual recruitment software will be affordable. Pricing should be simple and fair, with no hidden costs. Look for hidden catches, like limits on the number of questions you can create, the candidate responses you can receive, or the admin users you can have.
The ROI proposition of good recruitment software should be clear - and providers should be able to share case studies proving value.
Used by similar businesses?
Work with recruitment software suppliers who have experience working with businesses like yours (in sector and size). That way, they’ll understand your unique needs, pre-empt any challenges and help you reach ROI faster.
Offers a free trial or live demo?
Reliable recruitment software providers don’t want customers on-board who aren’t a fantastic fit. So they’ll encourage you to explore their product before you commit to investing, either through a live demo or through a free trial. Or ideally through both.
