Software For Recruitment

An Overview of Recruiting Software

Recruiting software like Newton has become essential to the modern hiring process. Today’s recruiting software can be used to collect applications from qualified job seekers, pre-screen candidates before initial contact, standardized your company’s interview process, and so much more. 



Why Use Recruiting Software?

Since the early age of computers, recruiting software of some kind has been utilized to help hiring managers to find qualified candidates to fill open positions. According to Google, they receive over 2 million job applications per year. Imagine having to sort, screen, interview, and hire from this pool without the use of software to automate and simplify the process. 

Nowadays, recruiting software options are virtually limitless. When choosing a recruiting software, it’s important to research and understand what each software offers and how it relates to your company’s needs. It may help to understand how these features have been used in the past and how they can be used moving forward. Let’s take a look at different recruiting processes and how recruiting software has evolved throughout the years.



The Evolution of Recruiting Software

Long gone are the days of posting positions in newspapers, collecting paper applications and resumes, and lengthy interview processes. Where it once took days and sometimes weeks to find, screen, and hire qualified candidates, recruiting software can help companies complete this process in mere minutes and close candidates within weeks, not months. 



The Early ‘90s

With the internet in its infancy, recruiting software as we know it today didn’t exist in the early ’90s. The hiring process was long, with several face-to-face meetings and contact points. Open positions were usually communicated by word-of-mouth, in local newspapers, or even through a “wanted” sign posted in the company’s window. 

Candidates were required to bring in or fax a paper resume as email wasn’t widely available yet. The hiring manager would then have to call each candidate individually to schedule interview times, go over employment offers, scheduled start dates, and everything else involved with hiring the candidate. 

The most popular recruiting software at the time was Taleo. Taleo’s ATS was installed on the company’s server and required the applicant’s information to be entered manually. Hiring managers or applicants outside of the office has no access to the ATS. Therefore, while it was technically an ATS, it was still considered a manual process by recruiting professionals.



The New Millenium

During the Dot Com Boom, between 1999 and 2004, online job boards like Monster, Indeed, CareerBuilder and others became increasingly popular. Through the internet, companies could share open positions with thousands of potential candidates instead of only those who could be reached personally. 

Online job boards became large resume databases that recruiters could use not only to post positions but also to proactively seek out qualified candidates. These databases mark the birth of SaaS ATS. With these new systems, recruiters were able to track new applicants, interview processes, and narrow down qualified candidates right within the job board’s platform. Because the software was cloud-based, recruiters were finally able to track, screen, and communicate with applicants without having to be logged in to the company’s server. 

In the early 2000s, technologies like Jobvite and iCIMS led this new wave of cloud-based recruiting processes. The evolution of paper application tracking to web-based recruiting software tremendously reduced time and money companies were used to spending on hiring.



The Late 2000s

With the success of individual online job boards, companies like Indeed and SimplyHired began compiling information from these sites into one focused website. 

On the employer side, job aggregators enabled companies to post an open position across multiple job boards without needing to post individually on each website. These job aggregators were used to ramp up listing distribution, increase search volume, and bring in more quality applications at a fraction of the time and cost of posting individually.

On the applicant side of things, job seekers using job aggregator websites could find more qualified positions outside of their own personal, professional, or online networks. By using job these aggregators applicants could spend more time finding and interviewing for positions that more closely fit their skillset than accepting whatever local job that was immediately available to them. 

Both sides of the job aggregator platforms included the use of an applicant tracking system. Employers could track qualified applicants and applicants could track their application process, all through one synchronous platform. 



Social Media as Recruiting Platforms

As more and more people take to social media to connect with the world around them, sites like LinkedIn, Facebook, Meetup, and even Twitter are becoming popular tools for recruiters. 

LinkedIn, the world’s most popular professional social website, is known for having affordable, easy-to-use tools for helping companies find qualified candidates within their own professional networks. 

Both Facebook and LinkedIn now have classified-style sections for employers to post new opportunities. However, because these platforms lack the ATS features of traditional recruiting software. They are still great for sourcing applicants and referring them to your company’s own recruiting software or website. On a positive note, a lot of modern recruiting software gives applicants the option to login using their LinkedIn profiles which eliminates the need to type in application information. 



Mobile-First Applicant Tracking Systems

Thanks to the ever-growing addition to the smartphone, most companies have already integrated mobile application options into their recruiting process. With over 800 million job seekers first searching via a mobile device, companies have turned to recruiting software that is both fully-featured and mobile-driven. Technologies like Newton, SmartRecruiters, and Workable have made it easy for recruiters to post positions, access applications, and communicate with candidates at any time from their mobile device. 



Recruiting Software Saves Time and Money

Recruiting software has long been used to save companies time, money, and stress when it comes to finding new talent. 



Saving Time

According to a study completed by MRI Network on Recruiter Sentiment, 80% of employers admit that finding qualified candidates is the most difficult part of the hiring process. Modern ATS recruiting software uses specific algorithms and recruiter preferences to sift through countless applications in order to present companies with only the best candidates for the job. 



Reducing Stress & Confusion

Did you know that employers conduct three interviews per candidate on average? Multiply that number by the number of candidates per position. Now, multiply that number by the number of open positions within the company. All of these interviews require scheduling, a set of questions and expected answers, and even a standard of which to measure applicants by. This is where a recruiting software comes in to save everyone valuable time.

A recruiting software can help schedule interviews, sync them with the company’s calendar, and can even send notifications to the applicant via email. This keeps both the hiring manager and candidate on the same page and limits confusion throughout the process. By simplifying and automating the entire interview process, recruiting software has made hiring as easy as click, call, and hire. 



Saving Money

Nearly nine out of 10 job seekers are using their mobile devices to find and apply for jobs. Yet, according to a study by Deloitte, less than 13% of employers have implemented a mobile hiring solution. This often leads to companies paying extra to job boards for posting and distributing their job listings to mobile devices for them. By integrating a mobile-first recruiting software into the hiring process, companies can eliminate the need for “premium” listings and refer candidates directly to their own internal careers pages. 



Why Choose Newton Recruiting Software

Newton’s recruiting software was designed by recruiters for recruiters in an effort to streamline processes as best as possible. Our software includes powerful, essential features like free job posting, a company-branded careers page, complete cloud storage, and so many more to ensure efficiency from start to finish.