Hiring platforms are growing to the degree that they are now among the most coveted pieces of software for many human resources departments.
But how do you know which of the many options on the market is right for your company and which will work over a reasonable span to pay off their initial investment?
No matter what kind of software you are considering to tackle your hiring issues, here are seven questions to ask the supplier. Remember that there is no such thing as “one-size fits all” technology.
In fact, the number one mistake you can make in selecting software is assuming that because the program works miracles for the business down the street, it will solve your problems as well.
Be sure to ask:
- Can you tell me how this software will either help our company save money or make money for us? Remember, as human resources professionals, you can make a recommendation, but it’s still going to come down to ROI arguments with your co-managers.
- Do you understand precisely what we need in hiring software and will this offering fill the exact need for us? If the sales representative is not familiar with your individual corporate needs, they will push a generic solution which may not be right for you.
- Does this software work with our existing systems? If adaptations need to be made, you need them to be costed from the start.
- Who are the people who developed this software? Not only does this test the knowledge the sales representative possesses about the product, but it helps you to gauge how close the investor or developer was to the source of the problem.
- What platforms does this software run on? This answer gives you a second chance to ensure there will be compatibility.
- How often is this software upgraded? This is important especially if you have to customize it to fit your unique needs. If there are frequent upgrades, this could hike up your costs if customization is needed each time.
- Are there limitations in each category related to cost? This is important if you expect the program will cost a certain amount, but every time you need to add 20 employees, it costs you significantly more. Also, is there a limit on the number of employees the software can handle?
Once these key issues are on the table, you and your sales representative have established more of a Rappaport and you will know if they understand your needs and concerns.
What kinds of new hiring programs are popular?
A big trend now is video hiring. Here are some companies that offer software in this area:
HireVue helps companies digitally build a multi-generational mix of workers, both part-time and permanent, from around the world. Using digital video and predictive analytics, they can help you find good candidates 50 percent faster than the traditional status quo method of gathering resumes and conducting person to person interviews.
Unitive helps you create more diversity in your workplace and avoid subtle and even unconscious biases by providing predictive test analytics. Another option that provides the same kind of service is a firm called Textio.
Pymetrics brings a unique idea to the hiring table. Their founders bring neuroscience-based assessments to people looking for work. Then they match what you are really good at with the careers where your skill is really needed.
Estimates now are that at least 90 percent of large firms, from Wal-Mart to Starbucks to General Electric, use some kind of hiring software.
Should your firm be getting in on this trend?
The logical answer is yes, but there are tings that you can do that will make it most effective.
One of those is creating applications that will make it easier for the software to find matches to what you need.
Instead of just using the standard phrases, for example, ask questions specifically geared to the job you are seeking to fill.
That way you can have more specific key words that will help your software be more efficient.
It will take a little time and ingenuity, but it will make your software programs more effective in the long run.
If you are holding out on going to digital hiring programs because you just can’t believe a program can be as effective as a person when it comes to hiring.
The statistics just don’t support your theory. There is no research yet that indicates people are any better than machines at picking the right person for the job.
Across the United States alone, it is estimated that over three million jobs remain unfilled because over-worked human resources departments just cannot scan the resumes and find applicants fast enough.
Let us know how you feel about human resources software programs or what your personal experience has been.