Recruitment CRM is your tool for this. It has the power to rid your organisation’s dated tools and pull your data into one centralised platform. It doesn’t just organise candidates, but also helps you engage them at just the right time, measure what’s working (and what’s not) and beautifully streamline your team’s workflows.

But we all know how many options are now out there. So, how are we meant to figure out which systems are best suited?

Let’s cut through the noise.

Here are the 6 most important Recruitment CRM features you should prioritise when choosing a platform:

Automation (that actually saves time)

We all know how busy recruiters can be and the perfect Recruitment CRM should act as a virtual assistant to assist with the heavy workload. Look out for automation features such as:

• Auto-responses to new applicants
• Drip email campaigns for passive talent
• Triggered tasks and follow-ups

For example, when a candidate applies your CRM can automatically send a lovely personalised acknowledgement, assign the candidate to a recruiter and schedule a follow up without anyone lifting a finger. In turn, allowing the recruiter more time to focus on the candidates skills and suitability.

If your CRM doesn’t reduce manual work, it’s not doing its job.

Seamless Communication Tools

Robust communication is central to successful recruiting. However, switching between email, text and spreadsheets can become muddled, and kill momentum. A CRM should centralise your comms by offering:

• Built in email and SMS, with well rounded templates
• Click-to-call, and call recording
• Full conversation history to every candidate profile (so your head doesn’t have to explode trying to retain the information)

Not only do communications run more smoothly for the recruiter, but candidates stay in the know and key updates aren’t missed. 

Powerful Search and Talent Pooling

Recruiters are often sitting on tonnes of CVs and other valuable candidate data. But without a robust system to neatly file all of this, it can quickly become one big digital ‘messy drawer’. As your database grows, a strong CRM should allow you search, segment and engage effortlessly with candidates on your roster. 

Must-have features include:

• Boolean and semantic search for finding candidates by skill, experience, or title
• Custom tags and notes to group talent into strategic pipelines
• Talent pooling that lets you nurture groups of candidates for future roles

Your CRM shouldn’t just be a search engine. You want it to be a sort of active sourcing partner that can reduce time and improve quality of hires by highlighting candidates you’re already aware of.

Customisable Workflows and Pipelines

How you and your team work is unique and so, your recruitment CRM should offer workflows that can be altered to match your operations, not force you into rigid templates.

Keep an eye out for:

• Visual, drag-and-drop pipelines for easy tracking of candidate movement
• Custom hiring stages (e.g., “Hiring Manager Review,” “Offer Sent”)
• Conditional triggers that launch actions based on candidate status

When your workflow mirrors your real-life process, your team remains aligned, your data stays clean, and no candidate falls through the cracks.

Real Time Reporting and Insights

A high-quality Recruitment CRM provides you with visibility into your performance with clear and customisable reporting. What’s working in your strategy? Where are candidates dropping off? Without data, you’re flying blind

Valuable reporting features include:

• Dashboards that track KPIs like time-to-fill, cost-per-hire, and source of hire
• Conversion tracking across stages (e.g., applied → interviewed → hired)
• Performance metrics by recruiter, team, or department

These insights help you optimise sourcing channels, identify bottlenecks, and make smarter hiring decisions based on real trends.

Future Scalability

As your company grows, or if/when the market shifts, your CRM needs to adapt with you. From day one, whichever system you decide on needs to be built for scalability.

Critical features include:

• Integrations with your ATS, job boards, email/calendar tools, and HRIS
• Open APIs for building custom workflows or connecting third-party tools
• Pricing and features that scale as you add users or expand recruiting functions

A CRM that is scalable acts as a long term investment as it negates the need to change platforms down the line if your needs shift. It becomes a long term asset, not a short term fix.

Although it seems obvious, choosing the right Recruitment CRM is just like buying anything else. It’s not about picking the one with all the bells and whistles but finding the right fit that suits your specific needs and requirements the best. 

Every feature you ignore or misunderstand is a potential gap in ROI. What looks like a time-saver might slow your team down. What sounds like a perk might be critical to candidate experience.

Take the time to visualise, test and evaluate how each feature slots into your operations. You want your CRM to be your partner almost, to be aligned with your work style and goals.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System, best Recruitment CRM, or best HRIS to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post Choosing the Right Recruitment CRM: 6 Must-Have Features appeared first on Rectec.

And we get it, the stakes are high: selecting the wrong ATS can result in wasted resources, frustrated teams, and missed opportunities. That’s why comparing all available options is not just advisable—it’s essential.

The Consequences of Choosing the Wrong ATS

Selecting an ATS without thorough comparison can have significant downsides:

Mismatched Features: Not all ATS platforms are created equal. Some may lack the specific features your organisation needs, such as advanced reporting, integration capabilities, or candidate experience tools. Without a comprehensive comparison, you might end up with a system that doesn’t fully support your recruitment processes and ends up not being utilised to its full potential.

Costly Implementations: Implementing an ATS is a significant investment, both in terms of money and time. If the chosen system doesn’t align with your business needs, the costs of switching systems or enduring an inefficient process can be insurmountable.

User Adoption Issues: A system that is difficult to use or doesn’t resonate with your team can lead to poor adoption rates. This results in underutilised technology and wasted investment, as your recruitment team may revert to manual processes or outdated tools.

Limited Scalability: Your organisation’s needs today may not be the same tomorrow. Without a thorough evaluation, you risk choosing a system that can’t scale with your business, leading to the need for another costly and time-consuming search in the future.

The Importance of a Thorough Comparison Process

To mitigate these risks, it’s crucial to conduct a thorough comparison of all available ATS options. Here’s why:

Tailored Solutions: Every business has unique recruitment needs. A thorough comparison allows you to identify which systems offer the best combination of features, scalability, and ease of use for your specific requirements.

Cost-Efficiency: By comparing all options, you can ensure you’re getting the best value for your investment. This involves not just looking at the initial costs, but also considering long-term expenses like maintenance, upgrades, and support.

Future-Proofing: A detailed comparison will help you choose a system that not only meets your current needs but is also capable of evolving with your organisation.

Vendor Credibility: A comprehensive evaluation process allows you to assess the credibility and reliability of different vendors, ensuring you partner with a provider that offers ongoing support and innovation.

How Rectec Compare Simplifies the ATS Selection Process

Given the complexity of the recruitment technology market, manually comparing each ATS option can be daunting. This is where Rectec Compare comes into play.

Rectec Compare is a powerful, fee-free comparison platform designed to simplify the ATS selection process. Here’s how it works:

Centralised Database: Rectec has developed a centralised database that contains comprehensive information on a wide range of ATS and Recruitment CRM vendors. This database is built on extensive market research and independent reviews, ensuring you have access to accurate and up-to-date information.

Customisable Search: The platform features a sophisticated yet user-friendly search engine. By inputting your specific business requirements—such as budget, preferred features, and company size—Rectec Compare instantly analyses and matches your needs with the best solutions in the market.

Instant Shortlisting: In just a few clicks, Rectec Compare provides you with a tailored shortlist of vendors that meet your criteria. This saves you enormous amounts of time and effort, allowing you to focus on evaluating only the most relevant options.

Fee-Free Service: Perhaps the best part is that Rectec Compare is available to qualified users free of charge. This allows organisations of all sizes, from startups to enterprises, to benefit from professional-grade comparisons without additional costs.

By comparing all available options, you can ensure you select a system that is tailored to your needs, cost-effective, and scalable. Rectec Compare simplifies this process, empowering you to make informed decisions quickly and confidently.

Don’t leave your ATS selection to chance. Register with Rectec Compare today and find the perfect recruitment technology solution for your organisation in minutes.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post Why Comparing All Options is Crucial When Selecting an ATS appeared first on Rectec.

The Basics

 An Applicant Tracking System (ATS) is a software application designed to help companies manage their recruitment processes more efficiently. Most ATS platforms are cloud-based, Software as a Service (SaaS) products, which means they offer remote access to applicant data and process management. Here’s how an ATS can transform your hiring process:
Centralised Management: ATS platforms consolidate all recruitment activities, including job postings, candidate tracking, and application processing, into a single system.

Automation: Many repetitive tasks, such as resume screening and interview scheduling, are automated, freeing up recruiters to focus on more strategic activities.

Enhanced Candidate Experience: By streamlining the application process and ensuring timely communication, ATS improves the overall candidate experience.

Reduced Bias: Standardised processes help reduce unconscious bias in hiring, promoting a fairer and more inclusive recruitment environment.

Compliance and Record-Keeping: ATS platforms ensure adherence to hiring regulations through accurate record-keeping and compliance tools.

The Evolution

While the concept of tracking applicants has been around for decades, the modern ATS as we know it emerged with the rise of the internet and advancements in technology. Here’s a brief look at its evolution:

Pre-Digital Era: Recruitment processes were manual, relying heavily on paper resumes, filing cabinets, and spreadsheet.

1990s: With increased computing power and data storage capabilities, HR teams began digitising applicant management. The first ATS platforms were born, offering basic functionalities like resume storage and keyword searches.

2000s to Present: The ATS market saw rapid growth and innovation, introducing features like branded career sites, integrated candidate communications, video interview capabilities, and advanced analytics.

Today, Applicant Tracking Systems are indispensable tools for businesses of all sizes. From large enterprises to startups, ATS platforms offer scalable solutions tailored to diverse hiring needs.

Key Features

The ATS platforms available today boast a wide range of features designed to enhance the recruitment process:
Branded Career Sites: Customised career sites that reflect the company’s brand and culture, easily integrated with job boards and candidate management systems.

Candidate Communications: Tools for seamless communication with candidates via text messages and emails, ensuring all interactions are tracked and recorded.

Video Interview Integration: Integration with video interview platforms for a smooth interview scheduling and conducting process.

Recruiting Analytics and Reporting: Advanced analytics to track hiring metrics and performance, providing actionable insights for improving recruitment strategies.

Compliance Tools: Features ensuring adherence to hiring regulations through meticulous record-keeping.

Cloud-Based Data Storage: Secure storage of applicant information in the cloud, accessible from anywhere.

Employee Referral Program Management: Tools to manage and optimise employee referral programs.

The Growing Importance

The ATS market is a dynamic and rapidly evolving segment of the tech industry. Here are some compelling statistics that highlight its significance:

Widespread Adoption: 99% of Fortune 500 companies use Applicant Tracking Systems.

Market Penetration: 66% of large companies and 35% of small organisations rely on recruitment software.

Market Growth: There are over 450 ATS providers globally, with new entrants continually emerging.

As the talent acquisition landscape continues to evolve, businesses must stay ahead of the curve by leveraging the latest recruitment technologies. Here are five essential tech tools for 2023 that complement an ATS:

Programmatic Advertising: Targeted ad placement to reach the right candidates more efficiently.

AI-Powered Chatbots: Automation of routine recruitment tasks, allowing recruiters to focus on higher-level activities.

Machine Learning (ML): Data analysis to identify hiring patterns and improve decision-making.

Blockchain: Secure and transparent data storage, enhancing the integrity of the recruitment process.

Choosing the Best

Every business is unique, and so is every ATS on the market. With hundreds of options available, finding the right ATS can be daunting. The best approach is to compare the features, functionalities, and pricing of various ATS platforms against your specific business needs.

At Rectec, we offer a powerful service called Rectec Compare, designed to help you find the perfect ATS for your organisation. In just 15 minutes, you can get a tailored shortlist of ATS options based on your requirements – and it’s completely free!

In conclusion, an Applicant Tracking System is a game-changer in the recruitment process, offering unparalleled efficiency, compliance, and candidate experience. By staying informed about the latest trends and tools in the ATS market, businesses can ensure they attract and hire the best talent in today’s competitive landscape.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post Applicant Tracking System 101 appeared first on Rectec.

Finding the right talent efficiently is paramount to business success. 

Enter Applicant Tracking Systems (ATS), a revolutionary software application that enables the seamless handling of recruitment and hiring needs. This smart tech has emerged as a cornerstone of success in today’s world of recruitment. 

But with a myriad of options available, selecting the perfect ATS for your organisation can be a daunting task.Fear not, we’re going to guide you through the process of choosing and implementing the best ATS.

When embarking on the quest for the ideal ATS, it’s crucial to assess your organisation’s unique needs and circumstances. Consider the following factors:

1. Business Size: Whether you’re a startup or a multinational corporation, the size of your business will influence your ATS requirements. While smaller companies may opt for simpler, more cost-effective solutions, larger enterprises might demand robust features and scalability.
2. Company Needs: Identify the key features and functionalities crucial to your HR team. Whether it’s seamless integration, advanced analytics, or candidate experience enhancement, prioritising your requirements will steer you towards the right ATS. Alternatively, highlight current bottlenecks in your organisation’s processes – these are the spots you want to target with ATS and its ability to streamline.
3. Budget: Just as different companies’ budgets can be so varied, ATS costs can be different depending on vendors/products. Understanding your budget constraints and exploring flexible pricing options will ensure you get the most value for your investment.
4. Reporting and Analytics: A comprehensive suite of reports and analytics is indispensable for tracking recruiting performance. Prioritise ATS solutions that offer robust analytics capabilities tailored to your specific metrics and KPIs.
5. Integration: Easy and speedy integration with existing HR systems and complementary technologies is vital for streamlining operations and maximising efficiency. Look for ATS solutions that offer extensive integration options to avoid headaches for your team.
6. User Experience: A user-friendly interface is essential for both recruiters and candidates alike. Involving your team during the evaluation phase will ensure that the chosen ATS aligns with your organisation’s usability requirements.

During the evaluation process, don’t hesitate to ask ATS vendors every question you can pull out of your hat. Try to focus on key particulars and inquire about their solutions’ ability to enhance hiring metrics such as candidate experience, referrals, and pipeline management. 

In the quest for the perfect ATS, leveraging RecTec Compare can provide invaluable insights and guidance. RecTec Compare, our platform for evaluating and comparing ATS solutions based on your specific requirements and preferences, you can streamline your selection process and make informed decisions backed by data-driven analysis. Whether you’re prioritising integration capabilities, user experience, or pricing flexibility, RecTec Compare empowers you to find the ATS that best aligns with your organisation’s needs and objectives. You can trust us in navigating the complex landscape of ATS options, ultimately leading to the implementation of the ideal ATS solution for your business.

By following these steps and leveraging the insights gleaned from our guide, you can confidently navigate the labyrinth of ATS options and implement the best solution tailored to your organisation’s needs. Remember, the right ATS isn’t just a tool—it’s an asset that empowers your HR team to attract, engage, and retain top talent – take your time and ensure you find the best solution for you.

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

The post How to select the best ATS for your business appeared first on Rectec.

In a landscape where the strengths of Recruitment CRM are widely recognised, the choices are abundant, each system boasting the title of the best in the business. Amidst the heavy congestion within the market, companies must look inwards to see how CRM can work best for them. It’s not about the flashy features but instead, tailoring software to be aligned as your strategic partner in business is built on a foundation of aligning it with your objectives. 

However just as it is when looking at ourselves, self reflection of our companies aren’t always plain sailing. So in order to begin your process in finding the best Recruitment CRM solution for your company we think there’s a few main places where you can begin from. If you get the following correct then you’ll excel in finding the perfect CRM solution for you. 

First there’s the basics – the key foundations on which any decent Recruitment CRM is built upon. When looking at the functionality of your options, you must immediately feel a sense of efficiency and clearly imagine how CRM has the capability to streamline and automate repetitive and time consuming tasks. Additionally, CRM is a master at data handling and storage, it’s here to handle and retain valuable candidate information in a central hub and you should be able to navigate this with ease. 

Optimising Your Recruitment Workflow

Begin by assessing your start points. Throughout your current processes where are the stumbling blocks? Does your team report issues around certain things frequently? Noticing areas where your team struggles currently can ensure you are matched with software that is going to work hard for you in streamlining your processes.

Intuitive User Experience:

Prioritise a user-friendly CRM solution with easily navigable features. You don’t want to waste unnecessary time with lengthy onboarding and demos. Gauge first hand user experience if possible and evaluate how easily it can be integrated into your current workflow.

Integration with Existing Tools:

Take stock of your current tools and software and choose a CRM with compatibility and integration capabilities to ensure smooth data flow within the organisation.If certain softwares work well for you currently then there should be no need to wave them goodbye, a strong Recruitment CRM should slot straight into your business as it is and not over complicate things unnecessarily. 

Insightful Reporting and Analytics:

Identify key metrics for tracking and analysing your recruitment process. Look for a CRM that offers robust reporting and analytics features, providing insights into hiring performance and supporting data-driven improvements.

Communication Tools and AI Capabilities:

Communication tools within CRM play a crucial role in fostering effective and timely interaction between recruiters and candidates. The ability of CRM in terms of its communication tools, is on hand to provide a professional and prompt experience. Enhanced AI capabilities can enhance this further by retaining a personable, effective approach as well as monitoring the impact your work is having on candidates by forecasting their behaviours. 

The landscape of Recruitment CRM selection can be a lengthy process however, Rectec Compare recognises the demands of your fast-paced schedule and offers a comprehensive, one-stop solution to conquer your quest for the ideal Recruitment CRM! We adopt a meticulous approach and gather aggregated data, user reviews, vendor insights, and the latest trends within the recruitment technology community to provide a thorough and swift decision-making process.

Our commitment extends beyond expeditiousness to precision. Share with us your specific requirements, and we will tailor our recommendations to align with your organisational needs. In the realm of recruitment technology, where every detail matters, Rectec Compare assists in ensuring that your journey towards selecting the perfect Recruitment CRM is characterised by informed decisions and optimal efficiency.

The post Finding the perfect Recruitment CRM appeared first on Rectec.

A good Recruitment CRM can help you track candidates, automate tasks, and measure hiring results. But the right Recruitment CRM can transform your business operation, seamlessly improve hiring communication and application oversight, and revolutionise consultant behaviours and hiring cultures within your company or agency. 

But with so many CRMs on the market, tightening budgets and a candidate-dominated talent market, how do you choose the right Recruitment CRM for your organisation? 

How do you know you’re getting full bang for your buck, sustainable ROI and better hiring outcomes before you even dive in?

That’s where we step in!

What is a Recruitment CRM?

A Recruitment CRM (candidate relationship manager, or as it’s sometimes called a customer relationship manager) is software that manages relationships with job seekers and clients. It manages candidate applications, client and candidate communications, and tracks business opportunities through your sales pipeline.

These pieces of software are not, however, passive data dumps of information or a simple list of candidates – they are active digital partners in the management, identification, and evaluation of your active candidates, passive leads, and potential future hires for jobs.

Variants of candidate relationship management software are used by almost every enterprise (“over 98% of Fortune 500 companies use recruitment software”), and in regard to CRMs, they are overwhelmingly invested in above other software platforms such as ATS’ (applicant tracking systems) and according to PageUp, “61% of companies spent more on their Recruitment CRM software than on their ATS”).

Some of the most important functions of a Recruitment CRM include:

• Candidate tracking.
  • The CRM can be used to store information about candidates, such as their contact information, resume, interview notes and right to work documents.
• CV parsing and candidate matching.
  • Extracting data from CV’s and important information regarding skills and qualifications with ease on a single platform, which is being increasingly used to match candidates with available jobs.
• Lead tracking and candidate tracking.
  • CRM platforms create easy-to-access pathways for candidate applications and communications and offer transparent visibility with client communications.
• Task automation, customisable marketing outreach, social integration and tailored comms. 
  • A CRM can be used to automate tasks, such as sending email reminders and scheduling interviews; some platforms integrate with social media profiles to offer a one-stop-shop for marketing outreach; and most offer easily customisable automated comms for all stakeholders, whether candidate or client.
• Reporting and MI.
  • A CRM can be used to generate reports on the recruiting process, such as the number of candidates applied, the number of interviews conducted, and the number of hires made, providing management information and actionable insights.
• Cloud-based services.
  • These days, Recruitment CRMs are almost always offered as SaaS products, available in the cloud, and accessible from anywhere, on any device. 
• Video solutions.
  • Some CRM providers offer plug-and-play video solutions too, integrating digital interview management into the tech platform mix.
• Integration.
  • Recruitment CRMs are ever-increasingly placing emphasis on integration, ensuring the best possible experience for you users, and the most efficient use of time and data. API connectors such as Zapier, Power Automate and Workato are becoming commonplace integrations for recruitment software solution providers, as they allow simple and scalable integration across thousands of technology platforms.

In short, a Recruitment CRM is a widely-utilised recruitment, client and candidate management tool with a proven hiring heritage that helps almost everyone hire more efficiently, more effectively and more sustainably.  

Do you really need a Recruitment CRM?

The stats don’t lie – as indicated above almost every company has some form of candidate management technology in place to handle candidate communications and applications such as a Recruitment CRM. 

But of course, we don’t advocate tech-parroting what others do. 

What we urge every recruitment business leader to do is critically analyse where a Recruitment CRM will make the most definitive impact on your hiring success, and how each consultant will benefit from a single software point of contact for all candidate comms. 

In effect, can you envisage alignment of CRM capabilities with company goals, budget, brand and existing candidate relationships?

Ask where you need to make drastic improvements to meet your recruitment goals. What are you lacking in your recruitment processes? Are there any gaps in your hiring metrics that need adjustment or investment? Is your time-to-hire too long? Are you planning to scale, and will your candidate management system as it is, be able to handle the additional strain?

A well-integrated Recruitment CRM can help with every point above. The caveat, of course, is preparing your recruitment channels, making sure your existing tech stack can integrate with an additional platform, and training every consultant on the nuances of the platform. 

What are the benefits of a Recruitment CRM? 

Increased recruitment ROI.

• However you judge recruitment ROI, at the end of the day if your tech solutions are sourcing and vetting better quality candidates more frequently; applying data analysis to prepare and manage applications; and improving candidate comms up and down the recruitment channel, you’re onto a winner. 
• A well-sourced Recruitment CRM provides structure and support to consultant candidate management and job applications, and provides trackable data on application success rates, candidate feedback, client and candidate satisfaction and more.

Smoother interview process.

• A Recruitment CRM can streamline and automate multi-stage interview communications, meaning no candidate is ever left in the dark about what is expected of them pre- or post-interview. 
• The bane of any good recruiter is leaving a candidate in the dark, either by accident or on purpose. A recruitment CRM means no matter where a consultant is, candidates can guarantee triggered, pre-planned communications that can lay the groundwork for a well-prepared and expected interview process.

Cost efficiencies.

• From saving your consultants time on administrative tasks or basic job marketing (thereby reinvesting that time in high-quality recruitment tasks), to ridding your paperwork pile of duplicate forms or wayward engagement letters, digitising your candidate comms creates unparalleled efficiencies. 
• Not to mention the savings made if (and this is a big if) you decide to import hybrid or flexible working into your recruitment team. By allowing your teams the chance to work from anywhere, and with CRMs being primarily cloud-based, your business can save on a lot of costs, from reducing office space to saving on in-office bills, not to mention helping your consultants save money on travel.

Based on the above, how important is a Recruitment CRM to hiring?

This all comes down to the alignment of technical needs with company goals. 

Indeed, as our partner Sonovate puts it so well, “meeting or exceeding customer expectations is critical for a business to succeed. In this competitive industry, if you aim for your recruitment business to stand out, it is crucial to integrate a CRM system within your daily operations”.

Through the lens of meeting and exceeding candidate expectations, it’s vital every possible digital tool can be deployed that gives you an edge. A recruitment CRM gives you that, in both scalability, usability, and efficiency.

How do I find Recruitment CRMs?

Search Engines.

• Google will always be your best friend for initial CRM outreach. Depending on your search parameters you’ll have immediate access to hundreds of your providers and, with a little digging, you’ll be able to book a demo or two in no time. 
• However, beware the PPC-heavy nature of Google Ads – Google elevates certain providers based on search criteria and marketing spend to “capture” your query. Some, if not most, CRM providers may not have the exact tools you need for your candidate base or unique business needs, so approach search engine-only strategies with a healthy dose of scepticism, and apply a strict usability and requirement filter to the companies you want to engage with.

Referrals.

• Referrals will forever be one of the most trusted and valuable resources to call on when it comes to building a workable recruitment tech stack. 
• However, again we urge caution – retrofitting a CRM solution from one company to another will not guarantee improved service or more digitally effective candidate management. Investing in a Recruitment CRM that meets your unique staffing solution mosaic of industry requirements, consultant input, candidate needs and regulatory requirements should be your priority.

Rectec.

• Why dive into the Google morass and be at the whim of promoted adverts when the perfect Recruitment CRM search tool exists right under your nose?
• Rectec Compare and our growing Marketplace offers eagle-eyed recruitment and TA professionals a free, easily accessible solution to finding the right recruitment CRM. 
• You can search our Marketplace for a selection of leading recruitment CRMs to get a showcase overview of what the CRM market holds for shoppers, and our comparison service provides an in-depth comparative study of a selection of recruitment CRMs, fit for your needs. 

Rectec and Recruitment CRMs.

Rectec sits at the juncture between organisations that know they need to transform in a changing recruiting environment, and Recruitment CRM providers eager to spread their solution gospel.

Our Recruitment CRM vendor partner list grows frequently, and you can be assured that, with our Comparison service, Rectec Compare, and the Rectec Marketplace, you’ll have an objective view of what some of the world’s leading CRM providers can do for you! 

At Rectec we help organisations to find the best recruitment and talent acquisition technologies to suit your needs. 

From Applicant Tracking System and Recruitment CRM comparison, to vendor snapshots, and technology showcases in our unique technology marketplace, we provide fee-free tools to help you build the perfect recruitment tech stack for your business!

The post A helpful guide to choosing the right Recruitment CRM. appeared first on Rectec.

There are over 450 applicant tracking system providers in the UK alone, so shopping for a new ATS can be a labour-intensive task with little reward other than circling back and forth between search terms on google.

However, getting your choice of Applicant Tracking System right is absolutely business-critical, as recruitment becomes more urgent, more digital and more personable – according to TalentLyft, “86% of recruiting professionals say that using an ATS has helped them hire faster”.

Speed-of-hire is one, vital metric in which we judge the efficiency of an ATS. However, recruitment in the modern digital era isn’t just about speed – consider the shift in candidate and client expectations in regards to communicating company culture and good onboarding processes that have so dominated the recruitment conversation post-pandemic. 

These other recruitment and job-seeker behaviours – how candidates engage with the more holistic, culture-led aspects of a company – are equally, if not more important to the modern job seeker than ever.

Applicant Tracking System providers have, in the main, met the moment, and these sorts of holistic and process-led features now come as standard in many solutions. 

So considering the explosion of ATS providers and new features that those ATS providers have built into their products, how do you know which solution is the right one for you?

That’s where we step in – as any recruiter knows, recruitment is more than simply putting candidate A into job A and stepping away. From application to video interviewing to onboarding, candidates demand a more agile, more immediate and far more human service from their consultants. 

ATS and recruitment CRM systems are often the platforms from which many of these connections are built.

So here is the Rectec guide to comparing ATS and recruitment CRM, to make sure the platform you choose is right for your enterprise. 

Assess your ATS needs.

As we mention at length in another article, choosing the right ATS is only as effective as your prioritised list of requirements. You need to make sure you know which features of an ATS solution you need, as well as the ones you don’t. 

We advise you to create a simple system in which you can easily refer to the features you need from an ATS provider. For example, a traffic light system, where certain features are colour coded; Green (those absolutely must-have features), Amber (those you will get regular benefit from) and Red (those which are not required). This will help in any conversation you have with an ATS rep, or any search terms you enter into search engines or, as we discuss below, into an ATS or recruitment CRM comparison service. 

When in doubt, ask for an ATS or recruitment CRM recommendation. 

Often recruiters and HR leaders will seek recommendations of ATS providers, not only because industry peers will, in some cases, have similar recruitment needs, but because it’s a great way to obtain first hand feedback of what solution your peers are using, and what those solution providers are like to work with.

Recommendations are trusted connections between peers and ATS providers and will come with a lot of positive brand advocacy. But, like with any major investment, caution is the word of the day, and we always urge recruiters to shop around before settling on a recommendation. 

ATS and recruitment CRM comparison services. 

Rectec are proudly flying the flag for a relatively new, and novel form of ATS/client introduction, the ATS comparison service. 

ATS comparison services are fast becoming the first port of call for recruiters seeking the perfectly matched Applicant Tracking System. Because ATS comparisons follow the same sort of customer UX journey as other, more well-known comparison service platforms (such as Compare the Market), comparison services are easy to use, free, and provide an enormous amount of feature flexibility and choice as standard.

Comparison services do all of the heavy lifting and handle the main pain points that come with looking for new ATS – for example, which provider to choose from the litany of options, based on customised inputs and tangible requirements, all of which are controlled by the customer, not search engines or sales reps.

Rectec, and our ATS comparison platform Rectec Compare, are the only provider of such a service.

The bottom line.

Choosing an ATS or recruitment CRM should take time – you need to build a relationship with the provider and their representatives you work with through navigating new tools and migrating data from one provider to another, and you need to make sure whichever ATS you choose, it has all the features you need and more.

But some of that patient shopping around can be expedited, as long as you know the features you need and understand the critical job ATS platforms provide to the modern job seeker. 

A quick, responsive process is what you need to attract and engage the best talent.

At Rectec we help organisations to find the best Applicant Tracking System or best Recruitment CRM to suit your needs, accompanied by our unique complementary technology marketplace, to help you build the perfect recruitment tech stack for your business.

You can click here to register for Rectec Compare – and best of all, it’s completely free of charge.

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