What To Look For in Your Next Recruiting Solution: Must-Have Features


HR professionals use talent acquisition to fill vacant roles or those that may soon become available in their organization or business unit.

Writing and publishing job descriptions, screening applications, conducting interviews, planning and organizing recruiting events, negotiating salary packages, and onboarding recruits are all part of the talent acquisition process. Because of the impact it has on team quality, cohesiveness, and overall corporate objectives, talent acquisition is one of the most important roles of HR.

Even though many talent acquisition positions have been in place for many years, the duties involved constantly change. With digital recruitment, technology plays a more prominent role in talent acquisition.

Here are some features to help you make the digital jump and get more bang for your recruiting dollars.

Job Platform

Indeed, Glassdoor, LinkedIn, and many other job boards connect potential employers with talents. Recruitment solutions can automate the sending of external job advertisements to multiple platforms, and it pulls applicants from job sites and ranks them based on the information in their applications. Recruiters may use job boards to promote wage ranges, job descriptions, and business biographies. Candidates may obtain more information about open roles by submitting a request.

Pre-Prepared Assessments

Pre-employment exams are used to evaluate applicants’ talents in ways that go beyond the credentials and accomplishments shown on their CVs. These may be customized based on the job to assess the applicant’s degree of experience in areas such as engineering, computers, and other technical subjects. They may be used to assess language, problem-solving, and analytical thinking skills.

Bulk Emailing

Candidates for jobs nowadays have higher expectations of the companies they work for.

The hiring managers and their teams are unable to interact or reply promptly when they get hundreds or thousands of applications for publicized vacancies.

Recruiters may improve the speed and efficiency of their communication with candidates by sending out mass emails. This indicates to the applicant that the company or agency evaluated their application and a decision was reached. By using a mass emailing option included in recruiting software, businesses can close on a good note and maintain an open-door policy for future opportunities.

People who are interested in a job may have more trust in the recruiter, who is sometimes their first and only point of contact if they get regular updates about the job.

Internal Team Communications

Recruitment solutions offer speed, convenience, and an affordable option. Sometimes, it is difficult for team members and stakeholders to keep each other informed. Long absences, failure to check email, and not responding to messages on time all lead to missed conversations. Communication across several organizational layers may be accelerated with the use of recruitment technology that includes an internal team chat feature. This is especially vital for staffing agencies since they deal with candidates, customers, and vendors.

Mobile Apps

Because smartphones are used by 90% of job seekers, your recruitment platforms and tools must be mobile-friendly. Applicants who view a recruitment website that is not optimized for mobile devices are unlikely to apply. Using low-cost mobile integration software solutions, candidates may now be led through the employment process swiftly and effortlessly. 


If you do not provide basic, easy-to-comprehend, and fascinating material in your job posting or job description, candidates will seek elsewhere.

It is not feasible for everyone to find the appropriate words, attitude, and approach. A variety of job description templates are available. With the help of software solutions, you can create more interesting job descriptions.

It is up to the person performing the recruitment to improve on previously produced templates to find people with specialized skills, people from diverse backgrounds, or to eliminate gender prejudice.

Social Media Networks

You may be able to find new talent on social media, where a lot of people spend a lot of time. Users share their professional and personal lives and experiences on social networking sites such as LinkedIn, Twitter, and Facebook. How? Using social recruitment tools, you can track prospects across networks. This allows you to find people with the “right-fit” skills, experiences, and attitudes.

Tracking the Progress of New Hires

You’ve found an outstanding candidate, and they will work with you. Although it may seem that the recruiting process is over, it is important not to forget about the onboarding process.

The process by which new employees get off to a good start and get closer to permanent positions has to be laid out in a way that is both obvious and thorough for recruiters. The employee management system lets recruiters keep track of people they’ve hired or placed by keeping track of their start dates, probation periods, and end dates.

Monitoring Systems for Applicants (MSA)

The applications received by MSA are saved in a database. They scan applications, extract the most important information from them, and rate them, which speeds up the hiring process. When a resume is scanned automatically, it looks for relevant keywords, skills, and experiences. The hiring process may be sped up with the use of monitoring systems for applicants solutions, which also boost accessibility by letting recruitment teams know which applicants have been processed and the status of chosen applications.