The Right Recruitment Tool For Your Startup
It’s hard to find the right recruitment tool for your Startup. Today, startups and small businesses face challenges that larger businesses simply don’t have to deal with. Working with smaller budgets, fewer team members and less combined expertise means there’s plenty to contend with, and these challenges are never more obvious than during a recruitment drive.
As you might already have experienced for yourself, hiring can be of the most time-intensive and difficult parts of running as it requires experience, coordination and careful management. And of course, tools can really help to speed up the process. That’s why a startup needs a recruitment tool. But you’ll need more than just a tool that helps you to post a vacancy and register applicants. Instead, you need a recruitment tool that will enable you to:
- keep a handle on where your best applicants are in the recruitment process
- quickly filter through applications
- identify candidates with ease
- collate and retrain data form all over the internet
- work collaboratively with other team members
- communicate smoothly and make decisions more efficiently.
Here are 10 things every startup (or business of any size, for that matter) should focus on when choosing a new recruitment tool:
You have enough on your plate without spending a week learning how to navigate a complicated new piece of technology, so look for a tool that’s simple to use rather than one that seems to offer every feature in the world. A good recruitment tool will function like a plug and play, so look for one that meets your list of must haves, delivering what you need with an intuitive design.
A new recruitment tool shouldn’t swallow up your budget. Make affordability another priority and check it’s providing the features you need to have with the money you have available. And don’t forget to do your homework when it comes to affordability as your organization grows: can you still afford it if you need to upgrade your package to scale it with your business?
Your chosen recruitment tool might work perfectly for now, but will it continue to function as you need it to in three months? Six months? How about 12 months? It’s essential that you pick one that can adapt as your company grows, so make sure you choose one that can be upgraded or modified to accommodate your needs as they change.
4. GDPR compliant
GDPR is a fairly complicated subject, and it will impact anyone working with European candidates. But you can make things easier by ensuring you choose a GDPR-ready tool. It will certainly take the pressure off and make it easier to comply with the new data privacy regulations.
5. Easy collaboration
It’s unlikely you’re making all of the recruiting decisions on your own in a startup or small business. So, bear in mind that your recruitment tool must allow you to stay updated in real-time if you want to make progress and reach decisions together. Don’t choose anything that makes collaborative work a challenge: whether you’re a team of two or 20, the technology you’re using must allow for easy communication and complete ease of access too.
You’re working on a computer all day, and that means you’re already using a suite of programs and pieces of software. As a result, any new tool needs to be compatible with the other tools you’re already using, as well as social media platforms (especially if you’re using social media to source great candidates). Never choose a recruitment tool that slows you down because it’s incompatible with the technology you use the most often.
7. Sophisticated search functions
Whether you know the candidate you’re looking for and just want to bring up their details, or you want to be able to segment your German speakers from your Russian speakers, your recruitment tool must be able to handle your requests. Choose one that can organize data gathered in the volume of applications you receive (ensuring you can assign keywords and tags for easy organization and identification), and consider whether you want a tool with parsing capabilities too. Parsing technology identifies, stores and organizes data on resumes and applications for you, allowing you to search by keywords and phrases without having to do all the legwork – perfect if you’re handling large volumes of applications.
8. Easy data migration
It’s likely that you’re going to have a huge amount of data before you invest in recruitment tool, so choose one that facilitates bulk import and export without too much hassle. After all, no-one wants to upload details of 300 candidates individually…
9. Reliable support
Does your new recruitment tool come with training materials? Who can you speak to if you need help? And what’s the response time like? You should have answers to all of these questions before you commit to anything.
10. Regular updates
Even the best recruitment tools can be improved upon, so make sure you’re using one that offers regular updates and releases new features frequently. This kind of prompt evolution will ensure that you’re not stuck with an outdated tool while your competitors are using something that’s altogether more innovative.
Those are just 10 things you should be looking for when you’re choosing a recruitment tool. Some of these features will be higher on your list of priorities than others, but the main thing is to ensure you’re actually getting what you need without being distracted by the unnecessary extras.