5 Reasons to choose recruitment software for quality hires

December 12, 2022


The priorities of your recruiting staff may have changed recently, and you’re adopting new strategies to draw in and engage applicants. However, your goal remains to select the most qualified applicants for each position. You’re still seeking applicants whose qualifications match the demands of the situation and who have the potential to advance and work for your business for a long time. But are you carrying out that task with the aid of recruitment software?   

Most recruiters are aware of the substantial advantages of recruitment software. According to 68% of respondents, investing in recruiting technology is the best method to boost productivity. That is backed up by the fact that 94% of recruiters claim that hiring software has improved their hiring procedure.  

Do you want to know why many recruiters support using tech in talent acquisition? We’ll go through a few benefits of recruitment software so you can see how it would help your team.  

5 Benefits of Using Recruitment Software for Quality Hiring   

The use of recruitment software is the optimal response to this continuously expanding problem because it applies to all companies and organizations and is also easily accessible. Let’s have a look at some of the perks associated with it.  

1. Create an Interesting Experience for Job Candidates 

The candidate experience begins with job seekers’ first interaction with your brand and ends the first day they start working for your company (and, arguably, into their onboarding program). 62% of prospects would turn down an offer of employment if they had a negative experience. This is because the applicant experience provides a glimpse into what it is like to work for your firm and how highly the company’s employees are valued.  

You will be able to design a candidate experience that reflects your firm’s culture and attracts a variety of competent applications with the assistance of recruitment software. Your team will have access to tools that will streamline the application process for jobs, the scheduling of interviews, and Communication with candidates and among recruiters while using recruitment software. Make the experience of applying for jobs more accessible and more productive for candidates by using recruiting tools such as:  

  • Multilingual applications  
  • Applications accessible via mobile devices  
  • Applications sent through the use of text messages  
  • Automated scheduling of interviews and immediate connection to virtual interviews  


2. Appear in Front of a Greater Number of Applicants 

Recruiters can manage, advertise, and market vacant openings on different job boards using only one tool, thanks to the availability of recruiting software. They will save hours that would have been spent entering into numerous accounts to make modifications. Clients of the most reputable providers of recruiting software frequently have access to reduced pricing for paid postings. Recruiters will have more tools at their disposal and more time to investigate additional candidate sources, which will ultimately allow them to reach a greater variety of prospects.


3. Put more effort into strengthening your candidate pipeline. 

Creating and maintaining a candidate pipeline is one facet of recruiting that needs to be addressed, mainly when there are many vacant positions. Applicants are entered into a candidate database that contains detailed candidate profiles that can be searched for, which is made possible thanks to recruitment software that handles the hard lifting. When there are new positions available, recruiters can search the organization’s database for skills or qualifications to locate possible candidates who have already expressed interest in working for the company. 


4. Improves Communication with Candidates

The candidate’s experience can be significantly impacted by delayed or unclear Communication. Seventy percent of applicants like to receive progress updates at least once per week. In comparison, 52 percent of applicants report they have gone more than two months without hearing anything about their application. On the other side, potential employees tend to have a favorable impression of your organization even if they are not hired, provided contact is maintained consistently throughout the hiring process.  

The dashboard provided by recruiting software gives recruiters and hiring managers a centralized location from which they can obtain a rapid overview of candidates’ current positions in the hiring process. The same platform that recruiters use to offer applicants updates on the status of their application may also be used to send candidates text messages or emails. Recruiters’ communications with candidates are saved so hiring managers can view the most recent information.  


5. Reduce Recruitment Metrics 

The purpose of recruitment software is to assist human recruiters in working more effectively, thereby increasing the number of people who apply for jobs and speeding up the hiring process while simultaneously reducing associated expenses. The time it takes to hire new employees, the amount of time it takes to fill open positions, and the cost of each recruitment are all critical indicators that can be impacted by using the software.  

  • Time to hire: The time it takes to hire the preferred applicant, from the time they submit their application to the time they accept a job offer, is the time to hire.  
  • Time to fill: The time to fill refers to the entire amount of time that passes between posting the job requisition and signing the offer letter.  
  • Cost per hire: The lowest end of the hiring price spectrum is expected to be 3,500 dollars for each new employee. Recruiting software automates time-consuming tasks and facilitates faster hiring, which helps to ensure that posts are always fulfilled.  


A good piece of recruitment software should be able to generate reports and dashboards with the most recent metrics available to provide recruiters with a concise summary of the quality of hire. Your team can determine whether there are parallels in their onboarding or hiring process by comparing the quality of employment for newly hired individuals in the same role to others who were hired around the same time. 

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