If you’re still doing things manually, it’s time to seriously consider a recruitment management system. Recruitment technology has reached the point where it can help you make every aspect of the hiring process better. Let’s go over some of the different types of recruitment management systems, and what each one does.
Applicant tracking systems
The applicant tracking system is a 40-year-old category and, as its name suggests, its high level purpose is to help recruiters manage the traditional hiring process using software. Recruiters can create a visual “funnel” that mirrors their offline process, and progress candidates from stage to stage.
Interview scheduling is one of the core features of any applicant tracking system. Recruiters need to decide who to interview and arrange for candidates to attend in-person interviews. This can happen several times for advanced candidates, and rejection messages may follow.
Another key feature is job distribution. Most applicant tracking systems let recruiters post their job advertisement directly to multiple job boards, and social media platforms, often in one click (metaphorically speaking).
Modern applicant tracking systems integrate with other tools that offer more specialized, value-adding services throughout the hiring process. This includes video interviewing, skill testing, psychometric testing, background checks, employee on-boarding and so on.
In past decades the applicant tracking system was the domain of large companies, but not anymore. There are now many applicant tracking systems focused on the small to medium business segment, and both Google and LinkedIn have launched applicant tracking systems for companies with fewer than 1,000 employees.
Skill testing platforms
Another type of recruitment management system is a skill testing platform. If an applicant tracking system focuses on managing the process itself, skill testing platforms focus on deciding who to hire.
Skill testing platforms can be very specialized and focus on one job type, for example software development or call center operators. Conversely, they can offer a broad range of tests for many job types. At Vervoe, we fall into the latter category, offering a variety of tests for job-specific skills like graphic design or sales, as well as general work skills like attention to detail or teamwork. The general idea is to see how candidates do aspects of the job they’ve applied for.
Most skill testing platforms can be used in tandem with an applicant tracking system. Many even integrate directly.
Psychometric testing tools
Psychometric assessment is hardly a new concept. It is based on the theory that personality can predict how people will behave in different scenarios they’ll face on the job.
Psychometric assessments are typically generic, off-the-shelf tests. In other words, candidates typically do the same test regardless of which job they have applied for. Conversely, skill tests are tailored to each job or skill. In some cases they are tailored to each company.
The category is so old that, until recently, most psychometric testing providers were completely offline. Now they either distribute their content through other online platforms, or they have their own platforms.
Background and reference checks
Some companies require candidates to undergo background checks before hiring them. Companies like HireRight perform criminal background checks, identify verification, drug tests and other forms of background screening. Background checks are a form of compliance, and will typically rule a candidate out rather than in.
Another component of recruitment management systems is automated reference checking. Reference checks are designed to gain insight on preferred candidates, and will often help distinguish between two finalists. If conducted properly, they can be a very valuable part of the hiring process. Companies like Xref automate the reference checking process by letting employers request references and candidates confirm the details of their referees.
What to look for in a recruitment management system
Before implementing a recruitment management system of any kind, make sure it meets your objectives. Typically, recruitment software will either solve a confidence problem, or an efficiency problem. In other words, it will either help you decide who to hire, or help make the hiring process smoother. At a minimum, it should make your life a lot easier.
