Recruitment can be a costly and lengthy process for many businesses, so how do you make it more streamlined while still delivering great results?

The reign of spreadsheets, email and post-and-pray job ads is coming to an end. Modern recruiting tools won’t displace the human factor in hiring decisions but they can be a critical partner in the search for and selection of talent. Also, how did you receive that CV in the first place? If your answer is through email, that is a big GDPR no, no.

CV’s Don’t Belong In Your Inbox

What is recruiting software?

Recruiting software is software tools used by recruiters, talent acquisition professionals, and hiring managers to streamline or automate some part of the recruitment workflow including functions such as sourcing, selecting, screening, and interviewing candidates.

Software to support the recruiting function started becoming mainstream in the 1990s as job search and hiring moved online. Instead of processing paper resumes, recruiters needed tools that could handle large quantities of electronic resumes and applications.

Software tools to source candidates, screen resumes, select a shortlist, interview applicants, and collaborate with hiring managers are all part of the recruiting software landscape.

Recruiting software features

There are a number of features that recruiting and talent acquisition teams look for in recruiting software here are some of the major ones. 


Understand what you need and choose an ATS that offers the right functionality and features. Common features include automatic job posting, resume uploading, interview scheduling, tracking candidate progress, bulk auto-rejection emails, etc.

Some systems may include tools for collaborative hiring, reporting and analytics, or social connectivity with sites such as Facebook, Twitter and LinkedIn. Decide what’s important for you and choose accordingly.


Most companies and recruitment agencies use different platforms for internal and external communication, job advertisement and other tasks.

Integration with existing social recruiting tools, mobile applications and the company’s career page is a very important aspect to consider. New software purchased should seamlessly integrate with what you already have in place, for a smoother and quicker transition, as well as greater flexibility during your daily operations.

Mobile functionality

Recruiters know that they can’t ignore mobile these days. According to LinkedIn:

  • 75% of active candidates have visited a company’s mobile site or viewed career opportunities in their mobile inbox
  • 45% of candidates have applied via mobile
  • 20% of candidates have used a phone to upload a resume

These days, there’s a growing demand for mobile functionality to be two-sided. Candidates want to be able to apply to a job on their phones while recruiters need to able to access their ATS on their phones.

Employer Branding 

A strong employer brand is important in helping your organisation stand out from your competitors when it comes to attracting the top talent within your industry. Research also suggests that companies who implement an effective employer brand have been able to cut their cost-per-hire in half and attract more than 3 times as many applicants per vacancy.

How to pick the right recruiting software

Keep this these tips in mind when deciding which recruiting software is right for you.

Define the problem you’re trying to solve with the software.

Start by defining the specific recruiting problem you’re trying to solve. If there are several problems you’re trying to solve at once, start with your biggest recruiting pain point.

If your biggest problem is spending too much time posting to individual jobs boards then you should look for recruitment software that will post to multiple jobs boards at once.

Pick software that doesn’t make your job more complicated.

Software is a great tool as long as it simplifies, streamlines, or makes your job easier in a meaningful way.


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