5 Must-Have Features of a Recruitment Software


Before diving into the article, I have a quick question. How do you hire the best pool of talent?

I know its uphill battle to answer the question. Hiring the best talent has never been easy.

Do you know 75 % of the hiring managers believed that hiring and managing potential candidates has become more difficult than a year ago!

Recruiters have to face hundreds of problems. They must spend hours in scanning the resumes (manually- in most of the cases), connect, track, administer, and at the end onboard only the quality candidates. Apart from this, they also act as a social glue which keeps the management and the employees together.

In short, recruiters’ job is full of Burdensome. Isn’t it?

And this is the major reason of why recruiting software came into the existence. The software automates several HR tasks (screening, scheduling interviews, on-boarding, managing payroll and a lot more).  

But with so many software options available in the market, it becomes hard for recruiters to select the right one. Most of the time they choose the platform without looking at some must-have features.

To help you out in selecting the right software, I have list down 5 important features that a good recruiting software must possess.

1. Automates time-taking tasks


As I stated earlier, resume screening, candidate outreach, scheduling interviews are not only repetitive but also time-consuming tasks. That is why automating such tasks is a top priority.

Make sure, your software is capable to perform such tasks for you and drive the best results.

2. Web-based accessibility


It is not possible for us to take our desktop for a walk (I mean everywhere). People like to access services when they are traveling or even when they are not available in the office. It simply indicates the demand for services that are web-based.

It doesn’t matter whether the data is hosted on the clients’ server or the SaaS/cloud-based supplier, the service should be web-based. It must be remotely accessible.

3. Easy to integrate


Integration is a very important factor to check out while selecting a recruiting software. It is good to hear that the software you selected is good in screening candidates. But does it integrated with job posting sites?

Make sure that your software is integrated with job loads like LinkedIn, Indeed, Monster etc. Integration saves your time. You only need to publish your job vacancy on one platform and it will be automatically posted on others.

4. Scalable in nature


For a business, scalability means your system is ready to handle exponential growth in data, resources, and work. It is a very crucial quality to look in HR recruiting software.

The software must automatically scale to accommodate the addition of new data, changes in data storage. This feature avoids the seasonal peak loads and contributes to the better user experience.

5. User-friendly


Complexity confuses users. Therefore, the software should be easy to understand and access. In short, it should be user-friendly.

A great recruiting software includes unlimited options for customization. Try to go with a software which automates the data entry as much as possible.

The purpose of HR recruiting software is to save HR recruiters time by simplifying many of their tasks (I already mentioned some of them). The software improves recruiters’ productivity and helps them in hiring the best possible talent.

With the advancement in the technology, both the recruiters and candidates have several options to connect with each other. And the recruiting software plays a vital role for recruiters in connecting with the right talent.

Next time, when you are in rush to opt a recruiting software, look for the mentioned features.

Recruiters! Be smart and go with the best (for both HR software and talent).

Let me know the features you are looking for in the comment section.

5 steps to hire first time right


Hiring plays an important role in the success of any organization.

The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.” – Steve Jobs

We all get it but think for a while is it easy to attract the best talent for your organization?

I am sure every organization understands and realizes the cost of a bad hire – not just money but lot more. We all have done this mistake and don’t want it to happen again. There are few steps that the hiring team can follow and hire the right the first time. Below mentioned are tips that can help to reach the right candidate the first time.

Create an exact list of their tasks:


It is important to create the list of task you want the new hire to do. A lot of hiring managers take it easy and think it to be an easy job but this not so easy as it sounds. As a hiring manager, you have to 100% clear and confident on what exactly you want your ideal team member to accomplish.  Assumptions that the new hire will be in a position to do tasks you think- will set your and the new team members up for failure.

To make avoid any hiring failure – this is the first step, to write down the list of tasks you want to make sure the new hire does.

Not every little thing needs to be a part of the task list- just clearly reflect how the new hire can help your business and contribute towards the success of the organization. 

Brainstorm and take help from other departments as well to get a perfect list.


Write a good job description


Job descriptions play a very important role in identifying particular skills or abilities, that are necessary for a position. A good job description tells the applicant what the role may involve or require. After reading it, some applicants may decide that they are not a good fit for the position and are not interested in applying for it. They can also withdraw their application if they think they don’t have the required potential.

It is important to make sure you provide the candidate a proper Job Description before the interview. It helps the candidate to understand your expectations.


Common mistakes while writing a job description:

  • Create the job description in a hurry


  • Don’t realize how the posting come across to a candidate looking for a job


  • Not reading the Job description loud enough


  • Not taking an opinion on how the job description


One needs a clear Job Description to prepare mentally for the role to be interviewed for, and it leaves both the parties with a better experience.

Set a simple task or challenge

Create a  few simple challenges for applicants so that you can weed out the weak candidates and secondly the candidates get an opportunity to show his own capability of performing a task. Instead of wasting a lot of time in the rounds of interviews get straight to the appropriate group.

How to automatically find the best candidates that apply


A recruiter or the hiring manager spend most of their time in screening the resumes – which is not a very interesting job. Going through tons of resume can be irritating. The best way is to automate.

The resume screening process can be automated as it can learn the qualifications of the existing employees and apply the knowledge to screen and rank the new candidates. AI can aggregate their behavioral science data and create an “Ideal Profile” which hiring managers can recruit and benchmark against, saving countless hours in the filtering and interview process.

The best thing is AI can be programmed in a way that it can ignore the demographic information and help avoid unconscious bias at the screening phase.


Organize a video call

The final step is a video call with each of the 6 final applicants.

Organize a video call to learn more about the final candidates as to why are excited to work for your organization and why they want this role. It is crucial to speak to the candidates face to face before you decide with whom you want to go ahead with.

It is important to spend the time to get the right candidate as every hire is your step to getting close to your company goal. All the steps from a real-time task to having a face to face interview will help you take the right decision of whom to hire.


Make recruiting a painless process.  With the help of AI, eliminate the 80% of the process that is manual, labor-intensive, and completely SUBJECTIVE – the interviews and phone screens with better quality people who FIT with the role and team! … Make more informed hiring decisions with the A.I.-based recruiting tools.

The Secret to Creating a Culture That Sticks

office culture

Once you have defined the culture that you want to inculcate in the organization, how do you make sure that you underpin and drive that culture in the organisation?

Just posting your cultural value on the company website and office bulletin board thinking that would work – will not make sure the same is practiced. How do you make sure that defined culture is practiced among every layer and is healthy? As per Deloitte research, only 28% of leaders feel they understand the corporate culture of their organization. And the question how to make sure that the culture is reinforced gets more complicated.

Every organization has a different corporate culture and that is the reason the way it should be maintained will also vary. But even if the corporate culture is unique there are 3 approaches that can be integrated into the current account.

Below mentioned are the three approaches that can help you sustain a healthy corporate culture:

1. Set Clear Expectations—On-boarding:

A Clear expectation setting from day one with employees always helps, set the right tone. Most of the time we only consider that clearing expectations around the job responsibilities and the output is enough. But it is important they thoroughly understand the companies culture as well.  And that’s the reason it is important to integrate the company’s values when the on-boarding process is designed.  While explaining them the company values do share that they are an integral part of your company’s culture and they need to carry it throughout.

Once the expectation setting is done, underpin the values by including related on-boarding action items to complete.

For example, if your company values continuous feedback, then require new employees to give their first piece of feedback after the first week. This sets the tone and helps employees get into the swing of things.

2. Celebrate the Individual—Recognition & Rewards

We can’t ignore the fact that everyone needs appreciation. People do respond to the appreciations they have received in different ways- by putting more efforts and performing better. Whenever an employee is appreciated or the work is valued, the motivation level increases and enhances the performance.

There are various benefits of employee recognition but two main benefits are: reinforcing values and retaining top talent.

Employee recognition is time to time appreciation or acknowledgment of the good work done by employees. To get an effective workforce it is important to understand the importance of praising people for their work and the employment relationship. No organization can grow to the level they want unless they value their employees.

If employees see co-workers being recognized for certain behaviors that reinforce your company’s values then they will be more likely to replicate those behaviors.

Regularly celebrating employees in a way that feels meaningful and genuine to them can come in many different forms. Some companies will opt to issue rewards, bonuses, or privileges, while other companies will place more emphasis on public or private praise. Whatever practice you implement, you can maximize impact by making recognition timely, relevant, and meaningful.

3. Get Employees Involved—Advocates

Change advocacy is required for growth in this fast-paced world but most of us don’t like change and are reluctant unless enough people around us adopt the new way. One way can be identifying and enlisting champions. The champions in your organization, those who can positively influence and shape employee sentiment can take charge of it.

This approach is also beneficial because it shines a light on individuals that have influence within your organization. Creating strong working relationships with this group of employees is invaluable when gathering feedback about the programs you already have—or hope to have—in place, and how employees are reacting to those programs. Active employee participation makes employees feel heard and can influence HR’s culture-shaping efforts.