By Sarah Hallam
Last updated: Apr 5, 2023
Diana Talesnick, a Talent Director with over seven years of experience working in corporate recruiting, shares her best tips for picking out a recruiting software.
Talesnick said the main use cases for HR tech in her job as a talent acquisition specialist is through what is known as an ATS, or applicant-tracking-system.
“Our ATS allows us to manage our hiring pipeline effectively,” Talesnick said. “We have visibility and access to data that allows us to track how quickly we are moving candidates through the pipeline, what our bottlenecks are and how we can fix them.”
Another benefit Talesnick notes from using recruiting software is the ability to gather feedback from hiring managers and candidates going through the process in real time.
“Being able to automate and use artificial intelligence to help allow us to work more efficiently is really the biggest advantage,” Talesnick said.
Here are Talesnick’s four best tips on what to look for when choosing recruiting software for your company.
Customizing how you structure reports, job descriptions and really any function you use technology for is absolutely essential in Talesnick’s book.
“Being able to customize the tool so that it fits within the pipeline and your hiring process makes a huge difference,” Talesnick says.
Thinking about how you can build out reports in ways you want to use it and not just with templates they provide is a good thing to ask when looking at how different software can be customized.
Talesnick advises when picking a recruiting software to consider ones that have a dedicated person to help support your needs.
“Does the software offer a rep or an implementation manager to help you out?,” she said. “Somebody that is going to not only help you get off the ground, but who is continuously there to help you and help train other people or new hires in your company with that tool?”
Excellent customer service and personal relationships with sales reps can make or break the difference between choosing a tool.
Not only is it important to have a strong reporting tool that you can change, but the software should ideally be customizable overall so the tool fits within the pipeline and your hiring process.
This will save so much time and resources for your recruiting team in the long run.
“We use Lever,” Talesnick said. “One thing that I like about Lever is that they have built-in approvals that are very clear. So whenever you open up a job description or post a job, you also attach it to a requisition. Each step needs not only approvals, but then you’re layering in the hiring process and can be as specific as you want. It essentially automates it for you.”
Is the software you are choosing able to adapt to your company as it grows? If not, it might be wise to consider something that does.
“We are currently using a tool that’s not working for us because it's not allowing us to scale,” Talesnick said. “ Every organization might have a focus or might have goals that you want to invest in separate tools.”
Talesnick said picking a software that allows the company to scale will help avoid picking too many different tools.
As for what’s coming up in the recruiting tech space for this year, Talesnick predicts more specialized tools added to each company’s HR stack.
“Investing in new resources to help us specialize and continue to maximize on our goal to be more diverse is a focus specific to us at Curbio,” Talesnick said. “Whatever that tool is, it’s not going to be in a basic ATS or HRIS.”
6 min read