Finding top recruitment database software for best recruiting results

It is no secret that successful recruitment firms harness the best recruitment CRM systems to manage their candidates, expedite applications and streamline the hiring process.

These agencies recognise that their recruiters need the support of top technology if they are to deliver high-quality service to hiring companies. Regurgitating the same old techniques will only generate the same old results. The use of smart, innovative CRM software solutions encourages recruiters to apply modern recruiting strategies and replace poor hiring systems.

If recruiters want to improve how they source talent and communicate with candidates and clients, they need the best recruitment software that will introduce better alternatives. It is typical to spend hours on admin tasks or work that is repetitive and time-consuming. This cuts into the time that can be spent on networking and cultivating relationships which are critical in recruitment.

Tips on finding the best software for recruitment agencies

Now that the importance of using top recruitment database software has been established, it is necessary to take the research process seriously. With so many software systems and vendors, it can get confusing, and the research may feel long and drawn out. Yet, a proper look at the different vendors and their CRM software systems helps agencies make the right decisions.

The three main tips to finding the best recruitment software for agencies are –

• Take market research seriously

Popular recruitment CRM systems might be easy to decide on. However, the features and services they offer will not be suitable for every type of recruitment business. Understand that perm recruitment is slower and vetting candidates takes longer. Conversely, placing temps staff happens extremely quickly so recruiters would require a temporary recruitment agency software that will aid in speedy candidate sourcing, provide online timesheets, etc. Check which software features and functionality suit the agency’s needs best. Recruiters must not overlook software functionality as too complicated systems are likely to be a problem instead of helping work progress efficiently.

• Book free product demos

Recruitment CRM systems suppliers offer product demos as it is a very practical and useful way to show prospective customers what the system is like and what they can expect from the software. Most vendors are agreeable to providing more than one demo. Recruiters can ask their colleagues to sit in the demos with them and taking this opportunity they can ask questions, see the system in action, and exchange feedback on the product. It is the perfect opportunity to talk to experienced salespeople and clear any existing doubts before finalising the deal. Ask about software integrations – candidate skills assessment software, e-signature tools, etc. Don’t hesitate to talk about the budget if there are some constraints around that.

• Consider the quality of customer service quality

The quality of post-implementation care has the power to improve or worsen a user’s experience. Like any other thing, technology is susceptible to problems. It is important to have a recruitment software vendor who pays attention to customer care and who is quick with tech support. Because since recruitment is a fast-paced industry, tech problems can be a big headache and require speedy resolutions. Good post-implementation care also includes a friendly and knowledgeable support team that picks up phone calls, responds to emails and gets back to users swiftly with solutions to their problems.