More and more companies are now adopting recruitment software to automate all their recruitment activities. When it comes to making a choice between online and web- enabled software, recruitment firm owners often find themselves in a dilemma.
Online recruitment software is designed from the very beginning to be accessed over the Internet. You would not require installation CDs or even worry about upgrading to newer versions. Here are a few of the reasons why online recruitment software is being preferred by large firms.
Online systems are developed as per the latest technology and design. It can be easily integrated with other applications and platforms.
Online recruitment software comes with in-built security features that ensure maximum data security. Incidents like data theft can be eliminated by implementing a web based recruitment software.
It is much more user friendly as compared to other types of recruitment software.
Online recruitment software offer greater flexibility in terms of making and implementing changes to the software. Moreover, as it automatically updates to the latest version, a need for downloading or installing the updated versions does not arise.
An online recruitment software can be accessed from anywhere, anytime to source any kind of information that you require.
With online recruitment software having so many advantages, it is not really surprising that large recruitment firms give them greater preference. To get the maximum out of your recruitment software, it is essential that you buy one that suits your business needs and allows you to keep up with the various technological changes as well.
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Benefits and what does companies say
Social media today ranks amongst the top three sources for hiring quality candidates, the other two being employee referrals and traditional job boards. Recruiters say social recruiting has helped them find the right candidates, especially in case of priority positions. They are being able to market their company culture and benefits effectively among prospective candidates. They are being able to approach candidates directly rather than waiting for people to find them via job boards or word of mouth.
It has also made the recruiting process a lot more quick and cost effective. Integration of social media with applicant tracking systems and recruitment software has made it easy for recruiters to post open position details directly. Candidates get all required information and can apply through social sites as well.
Conclusion
Taking a step further, companies that have embraced social media recruiting are using business intelligence software to track and assess the value of candidates before they come in for an initial interview. It is also possible to measure which social networks are yielding the most reliable recruiting results effortlessly.
Social media presents a win-win platform for both candidates and employers. However, social media is not a quick fix solution. Be well prepared to put in the time and efforts needed for it to pay off. It takes roughly half a year to build an engaged network that begins producing measurable and consistent results in source of applicants and hires.
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