How To Buy Recruitment Technology: Tips and Best Practices For Choosing Software

It’s no secret that recruitment technology can provide recruiters with the edge they need to accomplish staffing goals. But, between choosing a vendor and getting the relevant buy-in from internal stakeholders, the entire process can be somewhat of a challenge.

How To Buy Recruitment Technology: Tips and Best Practices For Choosing Software

It’s no secret that recruitment technology can provide recruiters with the edge they need to accomplish staffing goals. But, between choosing a vendor and getting the relevant buy-in from internal stakeholders, the entire process can be somewhat of a challenge.

This is especially true in the South African job market, which has a unique set of hiring challenges when compared with the rest of the world. For every one qualified job applicant, we have on average twenty unqualified applicants. Technology made for mature, low unemployment markets doesn’t know how to fix this, as they have a different focus in the recruiting process. Instead of screening volumes of applications for qualified individuals, their priority is to compete for passive candidates.

So, what makes for a top vendor and how do you go about choosing software for your organization?

Tips and Best Practices For Choosing Recruitment Technology

Pinpoint Recruiting Problems That Need Solving

As a member of the hiring team, you know exactly what needs to be improved in the day-to-day workflow. Technology vendors will come blazing in with a sales pitch and demo to draw your attention to shiny features that claim to improve your processes. However, consider whether the product benefits they outline are going to cut it in Mzansi’s recruitment market, and more specifically, fit into the bucket of your organizations’ particular needs?

Along with the rest of your team, brainstorm and note down what exactly needs to be addressed. Is it the amount of time that recruiters spend sifting through early applicants? Or is it that better brand visibility is needed to inform and prepare applicants who enter into the system?

The idea is to drum up the team’s support so that together you find a solution that works for the department and not only the senior recruiters, for example.

Vetting Vendors

Finding vendors who provide recruitment technology is the first step. You might already have a few on file who have previously approached you to provide a demo. Otherwise, you can consult your business network, search the internet, or post in online HR or Recruitment groups to identify possible candidates.

To narrow down your options, make a list of criteria or features that you and the team deem to be crucial. Is it screening tests to help you cut out some of the noise so you can focus on interviews with qualified talent? Perhaps software support is critical as you are working within a large recruiting team.

Then make a list of the nice-to-haves. These features aren't as critical but would help to improve overall hiring efficiency.

Finally, contact the possible candidates via email to ask how they meet your critical criteria, being as specific as possible. This will help you to save time and only take up product demos with relevant providers who can solve your hiring challenges.

Support From The C-Suite

Although your team will be using the software, ultimately, it’s the C-Suite who gives the thumbs up for purchasing it.

When you take the sales proposition to leadership for buy-in, are there enough motivators to win their support? They will want to see details on how the talent acquisition platform can help fulfil your recruiting goals, the expected return on investment, and if it supports the company's overall business objectives.

So, before you take the proposal to management for review and vote of approval, consider the answers to the following questions. They will help you to build the business case to back your choice of recruitment technology.

  • What challenges does your recruiting team regularly face?
  • How will the technology solution in question solve the challenges in terms of what it has to offer?
  • Will the software benefit the wider organization, and if so, how?
  • What investment does the company need to make to secure the technology, monetary and otherwise?
  • Finally, what sort of ROI can be expected from the investment and how will this be measured?

Investing In Your Organization

A parting tip: it’s important to frame your technology buy as an investment and not a cost for the company. Ultimately, the right software will give back to both the recruiting team and wider organization in terms of improved hiring metrics and better talent acquisition.

Want to know more about &Team’s recruitment technology designed to help organizations in South Africa hire better talent faster? Get in touch for a demo!