At the current recruitment market, the campaign for the championship between the applicant tracking systems intensifies. Both the great asset companies with the facilities in Silicone Valley and smaller startups are in this struggle. All of these platforms differ in both functionality, cost and access to the candidate database. We want to share with you a check-list of criteria that any platform for recruiting should have, regardless of the cost of the software.

Integration

Make sure that the platform for recruiting integrates with the maximum possible number of social networks (at least Facebook, Twitter and Linkedin) and the extensive search capabilities. The platform must be able to integrate the database of candidates from other ATC resources (Lever, GreenHouse, etc.). It is important if that the platform is able to save you from the manual data input. Just a few clicks and the information from the documents and social networks appears in your profile.

Work on the vacancy together with the client

The customer should be integrated in the candidate search process. For example, www.signalhire.com allows not only to create your customer’s profile within the program, but also to set the different modes of sight. So that the client is integrated into the searching and hiring process, but is not able to delve into the other insights and processes of the recruiting company. Note that the ideal recruiting platform must have the extensions for the browser for the team members to have the access to the process from any location.

Tools for HeadHunting and long-term relationships with candidates

In terms of modern recruiting market, the analyst is not just a nice addition to the capabilities of the platform, it is a necessity. You must understand that in order to more effectively work on the search for the whole team of recruiters it should be taken into account the statistics of competing companies, to be able to analyze and filter the information according to the criteria of the internal market instrument of climate using the analysis system. This analyst for recruiting platform allows you to monitor competitors’ indoor climate and sift their employees, who are “ready to switch” or think about it using different algorithms. You can also see the top positions on the set in a competitive market and the total number of employees in different companies and spheres. The passive candidate can get under this algorithm, even if he (or she) have just updated the Linkedin profile, which is very useful for productive head-hunting. Nevertheless, the speed of the response to the “likely to switch” moves of the passive candidates is one of the most important skills of the recruiter.

Software client service and support

To use the recruiting platform you need your personal consultant. Do not forget, it is not enough to buy the access to the database even if you can check a demo-preview. It is better to choose a platform which employees are thoroughly suited to the client service.  For example, SignalHire platform managers usually invite the user to nominate an individual online-meeting with the software consultant and to conduct the virtual tour of all the features of the software. In future, you should discuss all the nuances and specifics of the company so that developers can customize it for your recruitment team demands.

Do not waste your money, keep in mind that by choosing a recruitment platform you take the responsibility not only for your team work on the vacancy but also for the opportunity to build long-term relationships with the clients. Make sure that the platform complies all the points.