Don’t give in to fear if your current recruitment technology isn’t working

Don't give in to fear if your current recruitment technology isn't working

Don’t give in to fear if your current recruitment technology isn’t working

April 11, 2019 Company blog 0

Are you sticking with old or outdated recruitment software even though you know it isn’t quite up to the job? Do you regularly have to deal with complaints from recruiters about the technologies you are forcing them to use? Have you been putting off seriously looking into alternatives?

If these scenarios are familiar to you, it indicates an underlying fear of change. After all, if you are uncertain about the impact of experimenting with new recruitment technologies or worried about the cost or hassle of moving large amounts of data, it is only natural you will stick with what you are comfortable with.

But, as this post will explain, there is really nothing to be scared of by looking into alternative options.

In fact, struggling on with a broken recruitment system should be a far scarier prospect. If your technology isn’t delivering now, the situation will only worsen year by year. As the gap between the technology haves and have-nots widens, the slow adopters will lose talented candidates to more agile competitors. Isn’t it better to act now while there’s still time to keep pace with the industry leaders?

The symptoms of a broken recruitment system

So how do you know if your recruitment system is fit for purpose or not? There are a few big clues to look out for.

One is an inability to extract useful information from your database. This is a key function for a modern CRM system which will incorporate sophisticated searching and reporting tools to parse resumes, filter data, produce key management reports and perform other functions to optimise queries. If extracting this information from your current software is cumbersome or disjointed (or worse still, inaccurate) then it’s definitely time to look at alternative tech.

Does your team spend a lot of time manually importing and exporting data? This is another sign that your recruitment system is in need of an upgrade. The latest platforms focus on integration and automation, reducing the time (and cost) needed for admin while delivering superior results.

How about your front line recruiters? Are they critical of the tools they are using? Ignoring this is dangerous as their frustrations will have a negative impact on candidates. And if their recruitment experience is poor, your business (or that of your clients) could suffer. In fact, a survey from found that 42% of dissatisfied candidates would never seek employment with that company again.

What do you think? Are you ready to consider a change? Hopefully, the next section will ease any lingering concerns you may have that are preventing you from moving boldly forward.

Why changing technology platforms is not so scary

If you’ve had your fingers burned in the past when changing technology tools, the good news is that things are different now. Many of the barriers to successful change have been removed in recent years.

A lack of integration between tools used to mean compromises had to be made between quality and compatibility. Since then there has been a revolution in technology with a focus on integration. Now, APIs, webhooks and other scripts can pull data from external sources and bring them together in a central place. This has shifted the recruiters’ goal to one of choosing the best recruitment platform for their specific needs. As a result, it has become a buyer’s market with suppliers offering competitive prices and free demos in a bid to promote their offering.

As detailed in an earlier idibu post, the chore of writing lengthy request for proposal (RFP) documents can also largely be avoided these days. A more efficient process might involve writing up a short list of essential requirements and using these when talking to different suppliers about the suitability of recruitment platforms.

On a more general level, change can also be made easier by including all employees in the process, being transparent about the process and communicating clearly and openly. You may even want to consider appointing an evaluation committee to decide which recruitment technologies are most suitable for the future of your business.

If your recruitment technology is not delivering the results you expect, the time to switch it is now. We get why you might fear disrupting the status quo and taking an experimental approach but we hope this post has convinced you that your fears are largely unfounded and now really is the time to futureproof your business.

idibu is next-gen candidate attraction software designed to maximise your recruitment CRM. Click here to arrange a free demo or get in touch now on 0800 311 2750.


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