Hey everyone -

I have a hypothetical I'd like to ask.   If tomorrow suddenly you had the budget to buy into any software/technology to help you in the recruitment process, what would you pick?

an ATS, CRM, Assessments, money on your Employer branding, Job marketing, video interviewing, an analytics package, a combination of products, etc.

Would really love to hear what you all have to say.


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I'd hire the right people. The rest takes care of itself when you do it right - and with the amount of money people spend on licenses for LinkedIn Recruiter (millions of dollars a year, in some cases) you could afford a lot of really good recruiters to make up for the limitations of any crappy system, even Taleo.

Fair point.   I'd agree that how you do the job is as important as any tool that could potentially help.  For the recruiters out there who have the "how" part locked down, what's on your wish list?

Everyone's answers will be driven by their own experiences here, but in my situation today I'd say a) more employment branding and b) internal administrative help.  I'm in a small, high-growth technology company where we run lean.  So If I could get the word out better about our company on a consistent basis through more channels that's my #1.  Secondarily, nothing is more precious for a recruiter than time, and since we are a (very) small group we do all of our own administrative functions.  I'd love to get a person or two to help do some of the easy, admin tasks that take up time in my day.  Tools, ATS' and other recruiting products all have their pros and cons and you play to those the best you can.. But if I don't have the time of day to leverage my existing tool set they're worthless.

Marc - Appreciate the response!  Cheers!

Fun question Daniel! I think, if I were a recruiter, I would focus spending on Employer Branding. It is too often overlooked and is increasing in importance all the time. Great candidates want to know what they are getting into and a strong and transparent employer brand can give them the picture they need to accept your offer. I think video office tours and employee interviews are a great start. I really love what Zappos has put together. 

On my second point I am little biased because I work with a recruitment software vender, mindSCOPE Recruiting and Staffing Software, but I really do believe that an intuitive and highly customizable ATS & CRM can make a huge difference in an agency's recruitment workflow. As Marc said, time is so important to recruiters and CURA can save time, it offers most of what you mentioned in your question but in one system. You can automate tasks, emails and reminders, perform assessments, track detailed candidate and client information, source from directly within the system, run reports that will help you make data-driven decisions and much more.

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