Pros and Cons of Using Recruiting Software

<span class="grey-callout">I was recently asked by US News & World Report to comment on the pros and cons of using recruiting software. Naturally they have to curate the content, so I felt I provide more information in this article.</span>

Who is recruiting software best for?

Recruiting software is ideal for companies with continuous hiring needs. These platforms typically come with long-term contracts, making them less suitable for businesses with sporadic recruitment. In addition, when multiple stakeholders are involved in recruitment, software can make it easier to delegate tasks and collaborate.

Is it worth it to use recruiting software?

Yes, but with caveats. The software's value is determined by how thoroughly its features are utilised - most are never used. It's a bit like your TV remote control, it has lots of buttons, but you probably only use a few.

For this reason, hiring managers often get as much value from cloud-based tools such as DropBox, Google Sheets or simply email.

Pros and Cons of Using Recruiting Software

Pros:

The software streamlines the hiring process, centralises data, and enables easy collaboration among team members. They often include integration options with platforms such as onboarding and payroll software.

Cons:

The upfront costs can be steep and the learning curve significant. Even a small monthly fee can equate to a lot and there are sometimes expensive bolt-ons!

What to look out for?

Ease of use is paramount. Many platforms offer a plethora of features but are complex to navigate and may never be used. Compare it to tools you already have available, such as Google Sheets and cloud-based file sharing, to see if you're really getting better value for money.

Is it a complete solution?

Many hiring managers are often sold a dream; they just click a few buttons and someone is hired. However, hiring managers still have responsibilities such as shortlisting, interviewing, and making job offers. Recruiting software is meant to augment the recruitment process, not replace human input.

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