If you’re looking into implementing recruitment software for your company, you’re probably wondering where to start. Click here to learn more.
According to an article by Streetdirectory.com, software packages usually come in three types: front office candidate and client and vacancy matching software, back office payroll and invoicing software, and all-in-one software. The last combines the functions of the first two.
Front office software also can be known as recruitment database software, candidate and job matching software or executive search software. However, the function of these different types of software is basically the same.
The main purpose of the software is to store information about clients, candidates and vacancies, as well as enable you to match the best possible candidate with a vacancy in the shortest amount of time, therefore saving money.
Back office recruitment software is typically for your company’s payroll and invoicing functions. This type of software is mainly used by temp agencies that have to pay temp workers on a regular basis or large companies with a lot of employees. The software usually runs on a time sheet-based system.
Finally, any recruitment software you invest in also should include event logging and reporting facilities, which allow you to see anything that happens in the system and analyze its effectiveness.
In the end, the recruitment software you choose should offer scalability and connectivity. If your company is growing, the software should be able to grow with you. You also should be able to upgrade or change the software to meet your needs.
Today’s PCRecruiter software update includes a variety of issue corrections and performance enhancements, including subtle changes that are more important than they might seem at first glance.
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For most recruiters (and certainly HR), an Applicant Tracking System sits front and center in their recruitment tech stack. The ATS is much more than a repository of resumes and jobs. Itās a vital tool for streamlining day-to-day operations and optimizing the management of jobs, applicants, and employers.
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From a recruiting industry standpoint, itās often assumed that increased labor mobility equates with increased job change velocity, which is a positive factor for recruiting activity. However, this trend may be starting to shift.
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