The HR industry has been transformed by technology. Managing multiple open roles and candidates is now supported by cutting edge recruiting software.

While new HR tech is exciting, it’s easy to get lost among the bells and whistles. If you choose the wrong software, you could end up disappointed and still facing the same challenges.

In this post, we’re defining the top 5 features you must have in your recruiting software. From managing resumes to rounding up interview feedback, we’re giving you a roadmap to choose the best tool for your organization.

Resume Parsing

A stack of resumes is a great problem to have. It means you have a solid pool of candidates to choose from. However, finding the best fit among a pile of resumes is a daunting task for hiring teams.The HR world moves rapidly, and taking the time to accurately review resumes is pretty much impossible. 

Luckily HR tech tools now offer resume parsing features. Parsing a resume involves automated extraction of resume content regardless of the format.

The huge benefit of resume parsing is it dramatically reduces the manual work involved in resume review and management. Parsing also creates a highly searchable database of information.

So if a hiring manager knows they need a candidate with Adobe Photoshop experience, they can quickly search and find Photoshop pros among a large talent pool.

HR pros collectively rejoiced when resume parsing was invented.

Agency Management

Third party staffing agencies and hiring firms are major components of human resources. An HR department often juggles multiple third-party agencies at one time. The management of these agencies alone can quickly become a full-time job.

The best HR platforms have agency management built in. Many HR technologies offer features like agency submission management, the ability to specify which jobs agencies can access, and even ROI reports on your partners. Third party hiring agencies are here to stay in the demanding hiring industry. A tool that can efficiently manage staffing agencies is a must-have.

Agency management features save HR pros from the frustration of spreadsheets and fragmented communication.

Email Automation

Everyone in a 9 to 5 job knows the anxiety of an overflowing inbox. In HR the email mayhem can reach insane levels. When managing multiple open roles, candidates, and hiring processes, the number of emails required expands exponentially.

Recruiting software that integrates email automation can be a genuine life-saver for hiring professionals. Effective HR technology has email automation that includes tailored email templates for every hiring scenario. When you’re consistently sending the same type of message, an automated template adds lightning fast efficiency.

Advancements in artificial intelligence have made email automation even more advanced. Newton’s platform uses AI to automatically analyze and understand which stage of the hiring process a candidate is in. The platform also auto-populates personalized information to ensure personable communication.

Email automation can save HR departments hundreds of hours a year.

Recruiting Analytics and Reporting

We’re living in a data-driven world. Few big business decisions happen without data to back it up. The same goes for hiring. HR decision making is now, more than ever, based on data. 

Reporting is absolutely essential in any HCM technology.

Modern hiring platforms have features that enable the analysis of all aspects of the recruiting program. The best platforms offer self-service reporting that allows hiring teams to generate reports any time to assess performance at-the-moment.

Another key component of an HCM platform is actionable dashboards. Stakeholders need to be able to have a high-level overview of all the important aspects of the HR department from approvals to background checks. Newton’s platform even isolates a view into bottlenecks that are delaying hiring.

Interview Scorecards

Interviews are the epicenter of hiring. What happens in an interview largely determines the fate of a candidate and an open role. Hiring managers, stakeholders, and other leaders will all have feedback post-interview. Creating a reliable system to manage feedback that arises from an interview is essential.

An HR platform can make interview feedback management easy. Many HR technologies have interview scorecards and interview guides. These features help hiring teams to take an objective approach to evaluating candidates, help them define the criteria for candidate evaluation, and standardize the way talent is rated.

The interview scorecard also allows for post-hiring assessments. It’s important to analyze how effective interviewers were at selecting the best candidate. Interview guides and scorecards are the key to this data-driven approach.

Ultimately, interview feedback is only effective if the interviewer provides it. The best platforms have post-interview alerts that remind interviewers to complete their interview scorecards.

Compliance with the interview feedback process is more consistent with an HR platform.

Focus On Your Needs First, Tech Second

We hope this helps clarify what’s important in ATS and HCM platforms. We know you have hundreds of platforms and tools to choose from. Our advice is to focus on your needs first. Survey your teams and hear what they genuinely need. Then start the process of identifying the best ATS.

Of course, we champion Newton, the ATS platform built by recruiters for recruiters. We have all the features listed in this article and many more. We would be delighted to show you what we can do in a free demo.

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