Recruiting is an extremely important part of any company, and it’s critical for startups to make it a strategic priority. Especially with a lean team, each new hire should be viewed as an opportunity to add tangible value to the company, and wrong decisions can have a serious impact on your operations and your ability to achieve your goals. At the very early stages, it’s most likely that founders will take the lead on the hiring process, but as your team grows, this process becomes harder to manage and requires more resources to do well. According to Gregg Carey, Co-founder and VP of Operations at Voxy, “Once you have a regular hiring process, having recruiting software in place is great, and it’s important to have a formal hiring process in place–that can get messy really fast.”
Recruiting software will help you manage the entire recruiting process, from identifying appropriate applicants to tracking their progress through your system, to managing the interview and decision-making process. The benefit of such tools is that, not only are you able to expend fewer resources on recruiting, but you’re able to establish a standardized hiring process across your organization, ultimately leading to better-hiring decisions and stronger employee performance. Even with full-time HR personnel in place, recruiting software can be an integral piece of the puzzle.
When should companies start using recruiting tools?
In the very early stages, you’re likely not in a rapid hiring frenzy, and you’re probably quite comfortable with an ad hoc, informal hiring process. You might find a lot of your recruits by word of mouth, and new-hire onboarding is probably not a part of your vernacular. But once you start hiring on a regular basis—usually once you hit 25-50 employees—you may start to feel that you need a more formal recruiting process. Signs that you might be ready for a recruiting software include:
- You lack confidence in your interview questions
- You’re not sure how to rate candidates accurately
- You feel you need additional support in making decisions about who to hire, especially if different people in your organization have different opinions on candidates
- You don’t have enough qualified candidates and you’re not sure where to find more
What does recruiting software do?
There are two types of recruiting software: applicant tracking systems and more targeted solutions, which cover a range of different services, including sourcing, candidate assessments, onboarding and paperwork.
Applicant tracking systems, such as Greenhouse, Jazz and Lever, enable you to handle all recruitment needs electronically, through a central repository, to effectively store and track all open positions and candidates. Among other offerings, ATSs allow you to post job openings on your corporate website or job board; automate the process of identifying qualified applicants (based on keywords and other advanced filters); scoring and sorting resumes that align better with the job requirements and descriptions; generating interview requests to potential candidates; creating a defined workflow around recruitment and coordinating recruitment efforts across your company; and storing resumes on file for easy identification of eligible candidates for future openings.
On the other hand, if you’re looking for solutions that focus only on very specific aspects of the hiring process, you might consider Entelo, which leverages big data and predictive analytics to help companies source qualified candidates; Talent Insights, which provides talent assessments and analysis to give you deeper insight into your candidates and their potential fit with your company; and Kin for paperwork management and personalized onboarding for new hires.
Many PEOs, such as TriNet, ADP or Justworks, also provide recruiting services. So if you are already outsourcing your HR needs to a PEO, be sure to discuss your recruiting needs with your provider to see how they can help streamline your hiring process.
Once your startup gets into a steady hiring phase, don’t underestimate the importance of a consistent and formal recruiting process. Technology is changing rapidly in this field, able to fill the needs of both small and large companies, both with and without and full-time HR personnel. Any additional expense will pay off in the long run: Your business depends on finding the right hires.