Executive search is the process of finding, evaluating, and recruiting potential hires. Whether you’re a seasoned recruiter or just starting out, it can be challenging to find the right software for your business. Add in the fact that there are hundreds of different executive search applications available, and it’s easy to understand why most businesses struggle to find good software. Because of this, we want you to trust us when we tell you that not all executive recruitment software is created equal. Some programs are better suited for certain businesses than others. In this article, we’ll explain what makes a great executive search program and how to choose the best one for your company’s needs. If you keep reading, you’ll learn everything from why you should never hire an algorithm over humans to why a BPO like RecruitLoop may not be the right fit for your organization.
What makes a good executive search program?
While there are many important factors to consider when choosing an executive search engine, the most important is how well it integrates with your company’s workflow. In particular, the software should be easy to use for your recruiting team and be able to seamlessly integrate with your hiring process. For example, your team might need access to one stage in the hiring process but another team might need access to different stages. If the software doesn’t allow for this type of integration, it might be more trouble than it’s worth. Another important consideration is how well the software integrates with other tools within your company. At the most basic level, your executive search application should have a hiring manager dashboard that displays all of your open positions. Beyond that, you might need to integrate your human resources software to track employee data, your CRM to manage prospects and lead information, your email marketing tool to send out job postings, and your communication tool to stay in touch with candidates.
Be aware of the pitfalls when hiring an algorithm
Like humans, algorithms can make mistakes — even the most sophisticated ones. While there are many benefits to using artificial intelligence in HR, one of the downsides is the fact that it’s unpredictable. This means that even if you use the best algorithms, they might still make mistakes. When evaluating and choosing an executive search platform, it’s important to be aware of the pitfalls that come with hiring an algorithm over a human. Specifically, you should consider how much control you have over your search process and the type of candidate you’re looking for. If your organization is looking for specific skills, then having an algorithm might work in your favor. However, if your company is looking for someone who is a good fit for their culture and environment, you’ll want to make sure that you choose a human-powered platform.
Software has to be easy to use for recruiting teams
When it comes to finding talent, there’s no shortage of executive search options. In fact, an executive search engine report shows that the market has grown by more than 50% in the past six years. However, most of these platforms are expensive and difficult for recruiting teams to use. In some cases, it may even be more work for your team to use an application that’s difficult to understand than it would be to use a cheaper, easier-to-use option. The best executive search solutions have a simple user interface that’s easy to navigate. Navigating complicated user interfaces can be a challenge for even seasoned HR pros, so it’s important that the software you choose doesn’t make your job harder.
Companies need more than just a resume builder
Companies and recruiters often focus on the resume when it comes to finding new hires. However, resumes are only one piece of the puzzle. On top of a resume, you also need to conduct interviews, reference checks, and reference calls. A great executive search application should also offer a variety of interview and interview preparation tools to reduce the amount of time your team spends doing the work themselves.
Hiring managers want more than just a job posting and interview tool
The process of recruiting new hires is a messy one. Between sourcing talent, conducting interviews, and managing candidates, hiring managers often spend a lot of time managing their own workflow. If a platform has too many features that complicate this workflow, it’s likely to be more hassle than it’s worth. Instead, a great executive search engine should have features that help hiring managers spend less time managing their own workflow, such as a hiring manager dashboard that shows all of their open positions.
Finding the right executive search engine for your company is critical if you want to find the best candidates and fill open positions quickly. Recruiterflow an help you find candidates, navigate the hiring process, manage candidates, and measure the success of your hires. You may find that you prefer using an institutional search engine over a purchase-based service. That’s OK. It may just come down to preference.