Ajay Kukreja [
Managing Director for 'Out-Of-Box Consulting' - leaders in sr management executive search, Board Consulting, recruitment
What are the softwares/tools most commonly used by Recruitment/Search firms?
Can you tell me a list of softwares/tools/applications/solutions commonly used by Recruitment/Search firms? Some of the broad categories are as follows:
# Applicant tracking
# CRM
# Quality Monitoring
# Reporting Tools
# Productivity Tools
# Resume Parsers
# Email Clients
# Performance Tracking Tools
# Databases/Networking Sites
# Any Other softwares/tools apart from these categories?
Clarification added 22 days ago:
I mean which are the softwares/tools used under these categories?
Good Answers (15)
Charles F
Helping large Corporates and Government navigate the torrents & streams of new Talent Acquisition technologies
Best Answers in: Staffing and Recruiting (2)
Short answer:
As an employer or an RPO, just look at the Taskbar at the bottom of your computer screen and see how many apps you have open just to do your recruiting or resourcing management job! You need a platform that integrates all these recruitment tools into one screen to increase productivity and start enjoying recruitment again, don’t you!? That platform is Cloud Computing with extreme ease of use, intuitive, no training required apps sitting on that platform.
http://recruiting.mrted.com/cloud-computing/
http://recruiting.mrted.com/Cloud9-GUI/
Long answer:
The drive for more productivity aswell as better candidates demands more technology.
I counted over 300 vendors doing one thing or another somewhere in the requisition-search-preselect-select-onboard recruitment process, so here’s a partial directory of suppliers in the UK
http://www.ukrecruiter.co.uk/director.htm
I have a list of suppliers that I work with, but I’m looking for more to partner with, so call me if you have a great solution that fits nicely somewhere in the end-to-end recruitment cycle.
Active candidates use job-boards. What really helps are multi posting engines like knollenstein and equest.
What irritated me as a recruiter was having to go into all the job-boards we used to search for CVs one board at a time. So a tool like Daxtra is really helpful. There’s the problem of finding good candidates in the ocean of active applicants. You need CV parsing. You also need to ask these applicants questions online. I would contend you also need to assess their fit with the employer and the specific job, so look at effectivate.
To help pipeline candidates, you need a CRM system like Avature. Being able to search expert forums, blogs and social media for passive candidates can bring big rewards in the long run whether you are an employer or an RPO. LinkedIn, facebook and twitter are great, but there are plenty more social networks, so you need an aggregator to make the most of your time.
There are so many tools that we use nowadays whether we are RPOs or employers. It makes a nonsense to buy a talent management / human capital management / HR suite because they simply don’t address many of the most critical functions of the recruitment process. The priority is to integrate your recruitment tools using a Cloud Computing platform to help you get more satisfaction out of doing a better job.
Patty F
Senior Corporate Recruiter and Owner of Resume ResQ, Resume Writing and Career Coaching
Best Answers in: Staffing and Recruiting (6), Job Search (2), Compensation and Benefits (1), Health Care (1), Organizational Development (1), Using LinkedIn (1)
Of the ATS, I've used:
*Ceridian
*Oracle (iRecruitment)
*Taleo
*Kenexa
those are some of the bigger ones
I believe they all do resume parsing.
We are using Hirecraft application
Anil A
Business Development Manager at ChangeWorkNow
Best Answers in: Staffing and Recruiting (4), Small Business (1)
Hi Ajay,
You seem to have most of the common functionality on your list, most applications I am aware of including thoses that I have sold will do most of what you want. My sugegstions is to look beyond the functionality offered by a supplier anbd see if they have the ability to understand your business, work with you, listen to what you require and then deliver what you ask for consistantly rather than just being a technology seller.
All the best
Anil.
Hi Ajay, a couple of other tools commonly used by recruiters are:
- Multi Posting software (posting vacancies to multiple job sites)
- Psychometric and Skills testing tools
- Vacancy Spidering and Client Research Tools
- Searching and Matching technology
(Some of these are available through some applicant tracking / CRM systems but not all)
Damian
"Alchemus" is pretty vast, covers almost everything.
Taleo is also nice.
Alastair P
Head of Consulting Practice - Search & Selection
Best Answers in: Staffing and Recruiting (4), Job Search (1)
It depends on the angle you want:
In house resourcing would use full end to end software such as StepStone where they can look at everything pre and post placement - there is no new business so its very candidate focussed.
Recruitment firms:
These would use databases that are adapted to their needs. So multi site posting, CV searches, diaries, mailshots etc so they can manage their time properly and where speed is of the essence.
Search firms:
Little to none. True search would argue that no database is needed as everything is bespoke. Many use databases to allow for CV seaches to supplement the headhunt process and to replace the "little black books" for contacts. In attraction you would map out firms - all done by phone with some online sites used to verify the info gathered.
Hope that helps.
Al
RDB.net is a good bit of kit, run/owned by First Choice Software Ltd - UK based firm
Give them a call, always helpful
Jonathan L
Talent Acquisition Specialist at Human Capital Management - ACA Talent
I have been using "Sendouts" the past 2 years, Sendouts can be internally coded and programmed to suit the need of each company, like many web based CRM tools. I have found it to be a great tool for recruiting and managing my job orders, hiring managers, and candidate databases.
Links:
Forget the software aspect. THe only effective 'tool' in recruitment is a good and efficient person (recruiter). None of the software solutions on the market are optimal. Rather, they each offer particular strenghts - but not across the board. A recruitment system based on Autonomy (www.autonomy.com) would get much closer to what the market needs.
Clarification added 21 days ago:
I need a spell check!
From my experience I would recommend the following, also check out the Gartner reports
ATS MrTed lead Europe, Taleo US.
CRM -Salesforce.com, Sugar, Sales Logix.
Reporting tools - Business Objects, Actuate
Parsing - Burning Glass or Daxtra
Links:
Check out the gartner and the recent Bersin Associates report. For applicant solutions in Europe MrTed. In the US Taleo are dominant - both of these have parsing/reporting as standard. CRM - Salesforce are probably the Leaders. Third party reporting tools would only be needed if you want to consolidate data from a wide variety of systems into "reorting database" - eg business objects
Hope this helps
In the Applicant Tracking space, there are a lot of great end to end systems, but choosing the right one really depends on many factors including size of company, number of hires, types of hires, etc. etc. But systems like ADP Virtual Edge, Taleo, Brass Ring, and Authoria have a good share of the U.S. market.
There are some great front end sourcing tools out there that integrate with your ATS and automate the sourcing (job boards, social networks, etc.), part of the screening process (automated minimum qualifications) and even interview scheduling in some cases, products like TalentFilter come to mind.
Some other tools used by Recruitment firms are automated reference checking technologies such as Skill Survey and Electronic Onboarding systems like KMS or SilkRoad. In most cases, these systems integrate with ATS, HRIS, Background Screening, etc.
The two tools that I am most familiar with are:
PCRecruiter (known as PCR) big in executive search firms
Bullhorn - more expensive but easier to use
We are a full-service, retained physician search firm with multiple offices. We've found PCR to be on-target and customizable to assist us in keeping all notes and records synched.
More Answers (3)
Most Commonly or reliable tools for the recruitment /Search firms may be classified according to the preferences like:
Database/Networking sites
Quality Monitoring
Email Clients
Resume Parsers
Applicant Tracking
Other than all these things some people use ERP also.
Ian W suggests this expert on this topic:
This guy has been selling software in this space for the past few years and really knows his stuff
Applicant tracking w/ Reporting Tools as a part of the system
Databases/Networking Sites- resources for sourcing prospective candidates.
