Best Recruiting Software Of 2024

By Saniya Farokhi, Technical Content Writer at SelectHub

Gone are the days of posting job ads and waiting for potential hires to walk through the door. These days, talent is fleeting and businesses are realizing that a post-and-pray approach won't do anymore. The solution: implementing recruitment software to enhance the recruitment process.

However, finding the ideal software is a lot like finding top talent. Not just anyone will do. Both depend on your company’s requirements. This guide covers everything you need to know to evaluate and select a system. Let’s begin!

Executive Summary

• Recruitment systems streamline every recruiting task, from sourcing to screening to evaluating talent.
• Automate tasks like screening and shortlisting candidates to fill open positions quickly.
• Use talent insights to make informed hiring decisions.
• Comparing vendors helps determine which platform is right for your business, and we have free resources to help you evaluate your options.
• Asking internal questions helps uncover pain points and company-specific requirements that software can remedy.

What Is Recruitment Software?

Recruitment software is a hiring tool used to source, manage and hire talent for open positions. The system provides multiple job channels, built-in applicant tracking capabilities and candidate databases to help HR teams and recruiters launch job ad campaigns, develop career sites, schedule interviews and develop candidate shortlists.

Recruiters leverage multiple job channels, applicant tracking and candidate databases to optimize their recruitment strategy.

Types

Recruitment software is a broad term encompassing a range of tools and technologies designed to enhance the candidate selection and evaluation process.

Certain systems offer specialized functionalities tailored to specific aspects of the hiring journey. Let's explore some key software types, each serving a unique purpose in optimizing the recruitment process:

• Applicant Tracking Software (ATS): Streamline the hiring process by managing job postings, tracking applicants, scheduling interviews and organizing candidate information. This system is like having a recruitment assistant, helping your HR team stay on top of everything.
• Recruitment Marketing Tools: Attract talent by showcasing your employer brand and creating a positive candidate experience through targeted marketing strategies. Develop social media campaigns, communication strategies and targeted ads to promote your company brand and visibility.
• Pre-Employment Assessment: Evaluate job candidates' skills, knowledge and personality through tests and questionnaires. Gain insight into candidates' abilities before making hiring decisions.
• Behavioral Assessment Tools: These tools help you create a dream team that has the right skills and gels together. Measure behavioral traits and working styles through psychometric assessments and situational judgment tests and find candidates who perfectly align with the team, culture and job requirements.
• Video Interviewing Software: Break free from the confines of traditional interviews and tap into broader talent markets. Overcome geographical barriers, save time and increase flexibility by conducting live video interviews or reviewing pre-recorded sessions.
• Onboarding Software: Provide a structured workflow to help new hires start off on the right foot from day one. Streamline paperwork, document collection and training to help new employees immediately make an impact.
• Background Check Software: Ensure records like employment history, education, criminal records and licenses are in order before sending offer letters. Verify candidates' background information according to compliance and EEOC standards and make informed hiring decisions based on accurate information.

Deployment Methods

Considering factors like speed, scale, spending and security is important when picking out the ideal system.

The two popular options for recruiting systems are cloud-based and on-premise systems.

Cloud-Based Systems

• Enhanced accessibility to shared online resources, responsive layouts and automatic upgrades.
• Easier integration with existing hiring technologies and productivity apps, improving response time and reducing maintenance costs.
• Greater accessibility, flexibility and mobility, making it a popular option for most small and medium-sized companies.

On-Premise Systems

• More control over the system but entails higher upfront costs and increased maintenance compared to cloud-based platforms.
• Suitable for large enterprises with robust IT infrastructure due to specific requirements and available resources.
• Offers more data security and control but with increased responsibility for managing hardware and software.

Ultimately, the ideal deployment choice depends on your business strategy and objectives. Evaluate your resources, budget, security requirements and scalability goals while evaluating your options.

Primary Benefits

With limited time and resources, you’ll need to ensure that your recruiting efforts hit the mark with each hire. The good news is that the right system gives your recruiters that extra boost needed to make great hires:

Enhance Candidate Experiences

Every job seeker knows the value of a solid first impression, but what do your potential hires think of you? According to a recent study by CareerPlug, 81% of candidates declined job offers due to negative experiences.

Controlling aspects like your company culture, employer brand, responsiveness and transparency throughout the process redefine how your candidates perceive your company.

Recruitment systems offer user-friendly interfaces, mobile-responsive forms and communication tools that can help make the candidate journey delightful. Leveraging tools to enhance vital touchpoints and guide potential hires through each hiring stage shows them that your company values their time and effort.

No more candidates lost in the application black hole. Instead, welcome engaged and satisfied applicants who may even become brand ambassadors for your company, even if they don't secure the job.

Streamline the Hiring Process

Although the average cost per hire is $4,683 according to SHRM, this amount varies from company to company. Additionally, this figure doesn’t include the implicit costs like losing applicants to competition, candidate ghosting and dip in productivity caused by fatigue add to recruiting costs, all contributing to the overall recruiting expenses.

As they say, time is money, and money is time — recruiting solutions help save both resources. The right system helps identify the top talent sourcing channels and cut down on manual efforts, ultimately impacting your company’s bottom line.

By leveraging automation and intuitive workflows, you can efficiently navigate through the overwhelming sea of resumes, effectively shortlist candidates and seamlessly conduct video-enabled interviews. Embracing these technological advancements ensures a streamlined and efficient hiring process, saving you valuable time and resources.

Increase Data-Driven Decision Making

Gone are the days of relying on gut feelings and guesswork. Recruitment systems are here to turn you into a hiring wizard by providing powerful data and analytics at your fingertips.

These systems let you build recruitment dashboards that bring actionable insights like the quality of hires, diversity metrics and talent sourcing effectiveness. Now, you'll make informed decisions based on real numbers, aligning your talent strategy with your business goals.

Leveraging data lets you evolve, adapt and become sharper with each new hire:

• Enhance DEI Efforts: Use objective insights into diversity and inclusion metrics to identify disparities, measure progress and develop targeted strategies to create a more equitable and inclusive environment.
• Improve Hire Quality: Analyze past hiring data, identify successful candidate traits and create predictive models for evaluating potential hires more accurately.
• Eliminate Guesswork: Use concrete evidence rather than relying on intuition or assumptions. Identify trends, patterns and correlations to make more accurate predictions.

Improve Compliance and Risk Mitigation

Hiring involves overseeing a daunting checklist of multiple tasks. Mistakes happen, even for diligent professionals. However, process errors can snowball into more significant organizational issues, requiring additional resources and efforts to remedy.

That's why it's vital to implement an error-proof system without room for oversight. A system that adheres to hiring regulations and standards ensures compliance with legal requirements and industry guidelines.

Advanced features like comprehensive background checks, secure data storage and automated compliance checks will help resolve the looming worries of potential lawsuits and audits. You can confidently navigate the compliance maze, safeguard your business and protect your reputation.

Future-Proof Your Talent Strategy

Adopting a long-term hiring approach is crucial to ensure lasting success in today's dynamic job market. Recruitment systems help devise a talent acquisition strategy talent acquisition that meets present and future demands.

Stay ahead of the competition by embracing advanced tech like AI-driven candidate matching, predictive analytics and innovative recruitment marketing strategies that enable you to fill organizational talent gaps internally.

Additionally, a long-term strategy enables you to identify and develop internal talent, filling talent gaps from within your organization. This approach saves time and resources, fosters loyalty and promotes growth opportunities for your existing employees.

Implementation Goals

Key Features & Functionality

Advanced Features & Functionality

Upcoming Trends

The recruitment industry is always evolving, and it’s seen a lot of changes in the last year. The industry responds by offering functionality for modern recruitment. Below are some of the trends we’re seeing today.

Advanced Technologies

Business intelligence tools infused with AI entered the recruitment scene long ago, but today, AI and machine learning can do a lot more than automatically screen resumes.

New recruitment tech uses conversational AI to engage potential hires and guide them through the application process. To kick things up a notch, systems with machine learning capabilities rely on algorithms to mimic human intelligence.

AI algorithms can save valuable time, reduce bias, improve efficiency and allow you to focus more on strategic decision-making:

• Pew Research Center found that 53% of the respondents who believe racial and ethnic bias in hiring is a problem think that AI use can remedy unfair treatment based on race and ethnicity.
• The same study found that 47% of respondents believe AI will be better than humans at treating all applicants equally.
• Digital Journal reported that AI application in recruitment is growing rapidly. The global AI recruitment market is estimated to reach $695 million by 2026, at a CAGR of 5.1% from 2021 to 2026.
• A recent report by Gem uncovered that data-driven talent acquisition is the top priority for 62% of recruiters.

AI chatbots provide answers and options to complete tasks. Source

More businesses realize the value of analyzing candidate databases, and they're leveraging AI-based analytics tools to do that.

Using recruitment capabilities powered by machine learning to analyze existing sets of data at hand will help improve candidate matching.

Predictive Hiring

Hiring success depends on finding out what makes a candidate a good fit, if they have what it takes to be a future leader and whether they’ll easily fit into a fast-paced team.

While technical skills and qualifications are vital to determine who qualifies for a job, a candidate’s potential, suitability and compatibility with your team and core values decide whether or not they’re a good fit.

A recent article by Harvard Business Review stated that broadening the talent search by looking beyond advanced degrees is vital to compete in this new talent market.

Understanding a candidate's potential goes beyond surface-level assessments and requires embracing a holistic evaluation approach that considers the whole person.

Today, data takes center stage. This new paradigm integrates predictive hiring algorithms and comprehensive data analysis, revolutionizing how we match individuals to roles.

Predictive hiring algorithms leverage historical data to forecast success for specific roles. By peering into the past, you can predict the future and significantly reduce the risk of costly bad hires.

SaaS Deployment

The recruitment software market is growing. Small and medium enterprises increasingly implementing SaaS-based recruitment systems are one of the key market drivers. Software-as-a-service is a subset of cloud deployment and allows users to scale and access the platform from anywhere, provided they have an internet connection.

This deployment method is convenient for all, from recruiters who use the platform to source talent to the applicants that encounter the system.

Flexible Workforces

Let’s face it, the pandemic greatly affected the workforce. Businesses had no choice but to experiment with a new, safer way to manage their workforces remotely. Fast forward to today, McKinsey uncovered that, given a choice to work flexibly, 87% of employees would take it.

The same report found that aside from better pay and career opportunities, the desire for flexible work arrangements is the third most popular rationale driving job seekers.

While implementing remote and hybrid work models essentially depends on whether employees can work flexibly since many jobs require on-site operations, Gallup uncovered that nearly 70 million workers are remote-capable.

Safe to say, hybrid workforces are here to stay, and enhancing your recruitment process and technologies to adapt to this change is the way forward.

Software Comparison Strategy

Recruitment technologies come in every shape and size, making narrowing down to one suitable vendor confusing. Regarding software selection, you need a system that aligns with your company’s unique requirements.

So instead of searching for the best product in the market, look for one that best suits your company type and size.

Before we begin, you must know what type of software buyer you are. Software buyers have two types: staffing or recruiting agencies and internal recruitment teams. While the endgame for both buyers is sourcing top talent, the functional requirements for recruiting agencies and in-house recruiting teams differ.

If you’re buying software to address internal hiring needs, you’ll require a platform that caters to your unique talent needs and specializes. Consider reading our features and requirements checklist to determine what a comprehensive recruitment system can and must do.

If you’re a recruiting agency, sourcing quality clients and managing and communicating with clients is a top priority. That’s when you’ll require built-in vendor management and customer relationship management capabilities and applicant tracking functions. If that applies to you, staffing agency software is your ideal choice.

With that in mind, you’re ready to take the following steps to develop a company-specific comparison strategy:

1. Conduct an Internal Analysis

Key question: What problems is your recruiting team facing?

Start internal conversations with the HR folks who’ll use the system extensively to identify pain points and define the problems. Focus on locating weaknesses in your existing recruiting strategy.

A fluid process incorporating input from all end users and stakeholders regarding which functionality is helpful to drive informed software searches.

2. Review Your Competition

Key question: What are your industry-specific recruiting needs?

According to findings by Skyquestt, more and more businesses are investing in recruitment technologies – that includes your competition. Your next step is to conduct a competitor analysis and explore the recruiting systems your rivals use to attract potential hires.

Identify competitors' career sites and job boards, and evaluate each channel's application process. Based on the insights, assess the pros and cons of using specific recruiting tools.

3. Evaluate Different Application Types

Key question: Which system suits your company? A stand-alone system or suite solution?

During your software search, you’ll come across two software types: stand-alone and suite solutions. Ultimately, your choice depends on your business operations and the number of people using the system. Here’s what you need to know:

If you’re a small or medium size business, you likely have a compact HR team running the show. In that case, you’ll need a stand-alone system that integrates well with your existing HR software and productivity apps.

Certain vendors provide suite solutions that function best only when connected to create a comprehensive HR suite. While all your information is centrally accessible on suite solutions, making them a viable option for enterprise businesses with robust IT support.

4. Create a Requirements Template

Key question: Which are your must-have features?

First, list all your desired features and functions in an ideal recruitment system. Next, prioritize the features based on how they can benefit your team and improve recruiting processes.

Ranking recruitment features lets you distinguish the must-have features from those your company can live without. Your company-specific requirements set the basis for comparing different providers.

Trouble identifying your top requirements? Our requirements template is a quick way to categorize the top features and functionalities.

5. Compare Vendors

Key question: Which solutions in the market align with your recruiting goals and company specifications?

Use your list of critical components to determine how well different products align with your overall human capital management goals. Devising a software comparison strategy from scratch can still feel like being alone in the wilderness, even if you know what features you're looking for.

But not to fear, our in-depth vendor comparison report will give you the data and break it down so you know exactly what it all means.

Still, if you prefer creating your software selection frameworks from scratch, our lean selection article covers the nine key steps to remember.

Cost & Pricing Considerations

At this point, you must wonder what implementing a recruitment platform will cost you.

If a recruitment system aligns with your budget, it quickly moves up the list! But here are some common factors that affect the pricing:

• Pricing Models: Since most vendors offer a subscription-based model, it’s fairly affordable upfront. The monthly subscriptions typically depend on how many admin users you have, but more on that later.
• Deployment Method: On-premise systems require a high initial investment. As for cloud systems, you pay a recurring monthly or annual subscription fee.
• Setup Fees: These are typically the cost of installing the software in your system.
• Customer Service Costs: These costs include training and customer support typically associated with enterprise or complex systems.

Expect the occasional enhancements charged by vendors for both methods of deployment. Standard additional costs include:

• Version upgrades
• Additional features or modules
• On-site maintenance

Knowing the different pricing models will help you make an informed investment. With that in mind, consider the following options:

• Flat Fee: This pricing model charges an upfront fee for the complete range of features. You’ll know exactly how much you’re paying regardless of the number of admins, recruits or employees. Typically, costs fluctuate based on company size, but the cost is upfront.
• Pay-Per-Hire: Total hires determine the costs. You only pay when you hire a new employee, making this model suitable for seasonal businesses.
• Pay-Per-User: Pricing depends on the number of users navigating the system. Typically your hiring managers or other key HR personnel have control over the system and permission to access data.
• Pay-Per-Employee: The cost depends on your workforce size. Vendors typically offer better pricing plans to larger companies, making it a good option for enterprises or companies with larger HR departments.
• Free Software: Good news! There are free recruitment systems. However, there’s a catch: most vendors provide free software intending to sell the paid version down the line. So, you won't have access to the full platform capabilities. If free software is your best investment option, we advise you to gear up to pay for upgrades when the time comes.

Questions To Ask Yourself

Use these questions as a starting point for internal conversations:

• What internal issues do you want to address? What recruitment processes do you want to improve?
• What are your talent requirements? For example, do you recruit permanent staff or temporary workers?
• What is your hiring frequency?
• What does the future of your business look like? Is there a potential need for additional users or functionality down the road?

Questions To Ask Vendors

Use these questions as a starting point for conversations with companies:

About the Software

• Does the system integrate with your existing HR tech stack?
• How user-friendly is the software?
• What advanced tools are available?
• What is the UI/UX of the software like? Does it have a responsive design?
• How often is the software updated?
• Which functions use AI?
• Is the platform scalable? How configurable is it?

About the Vendor

• Is this vendor planning for the future of recruitment software? Is their product viable?
• What is the pricing structure and total cost of ownership?
• Can this vendor meet your industry’s unique challenges and requirements?
• Does this vendor offer customer support and training? What are the different services?
• How much time does it take to deploy the system?
• Are there any customer success stories associated with this provider?

Frequently Asked Questions (FAQs)

1. Why Should I Use Recruitment Software?

Recruitment systems offer numerous benefits like streamlining the hiring process, improving candidate management, enhancing team collaboration and providing valuable analytics. These tools help you save time, reduce manual efforts, make data-driven decisions and ultimately find the best-fit candidates for your organization.

2. Is Recruiting Software Secure?

Yes, reputable vendors prioritize data security. Some top security features to consider are encryption, access controls, regular backups and compliance with data protection regulations. Choosing a trusted vendor with a strong track record in data security is crucial to safeguard sensitive candidate and company information.

3. How Much Does Recruiting Software Cost?

Costs vary from vendor to vendor. Typically, factors like the features included, organization size, hiring frequency and number of open roles affect pricing, so most providers offer pricing models that suit company requirements.

Requesting pricing information from different vendors and evaluating which option aligns with your specific requirements and budget is best.

4. What Is the Best Recruitment Software?

Determining the "best" recruitment software depends on your organization's unique needs and preferences. Several highly regarded options are available, including iCIMS, Greenhouse Recruiting, Zoho Recruit, Taleo and Jobvite. Assessing factors like features, scalability, user experience, customer support and integration capabilities will help you identify the best fit for your organization.

5. What Is the Best CRM for Recruiting?

When it comes to the best candidate relationship management (CRM) for recruiting, Zoho Recruit is known for its integrated CRM functionality, allowing effective candidate relationship management throughout the hiring process. However, the best CRM for your organization may vary based on your specific requirements.

Consider factors like ease of use, customization options, integration with existing software and features designed explicitly for candidate engagement and relationship building.

Next Steps

The only thing worse than implementing the wrong recruiting system is a non-existing one. With recruiting solutions of all shapes and sizes in the market, you’ll have a plethora of options that suit your company.

Still, a software search can be daunting, especially for first-time buyers. Our free comparison report makes it quick and easy to see how the top solutions stack up against each other and best deliver the functionality you need.

Product Comparisons

• Taleo vs iCIMs vs. Jobvite vs. iSmartRecruit vs. Bullhorn
• iCIMS vs. Greenhouse Recruiting
• iCIMS vs. Zoho Recruit
• iCIMS vs. Taleo
• Jobvite vs. iCIMS
• Jobvite vs. Zoho Recruit
• Jobvite vs. Greenhouse Recruiting
• Zoho Recruit vs. Greenhouse Recruiting
• Taleo vs. Greenhouse Recruiting

Additional Resources

• Recruitment Software Features and Requirements
• The 10 Most Important Recruiting KPIs
• Recruiting Metrics: 13 Key Metrics to Measure Recruitment Success
• Best Free Recruitment Software Tools
• Best Cloud Recruitment Software