Review a Recruiter

Replacing customized spreadsheets can seem like a time-consuming task that requires a change in process and even recruitment strategy

But the thing is, most recruiting software is specially designed to be integrated easily into your existing process or system. The key is to find the right technology that best complements your current ways of working. Remember that a good tech stack is a tool, just like your spreadsheets, meant to function as an extension of your recruitment team, except that this tool is flexible and customizable for providing advanced solutions to the gaps in your existing process. 

The best tech stack should be one that provides solutions to inefficiencies and bottlenecks in your current recruitment process. Automation is meant to make your job easier and better, so it makes sense that you invest in software that both addresses problems and aligns with your organization’s long-term goals. 

A starting point is to examine your recruitment metrics and consider which KPI needs the most work. For instance, is your time to hire too long? Do you need to improve your recruiter responsiveness? How about increasing your quality of hire? Once you know what metrics to fix, you can decide on the appropriate recruitment software you need. 

  • Applicant Tracking System (ATS). It is beneficial in improving recruiter responsiveness because it automates application acknowledgments. It also helps improve quality-of-hire (QOH) because it allows you to objectively assess candidate qualifications and track which sources produce the best hires. In fact, 78% of recruiters say that utilizing an ATS has made sourcing talent easier.1 
  • Experience Management Platforms. This recruitment software measures the quality of the candidate experience you deliver by automatically capturing feedback from every candidate. The good thing about this tool is that it also automates the analysis and provides you with real-time reports, helping you constantly monitor how well your recruiters are performing against candidate expectations.  
  • Recruitment Marketing Platforms (RMP). If you’re looking to grow your talent pipeline and decrease your time-to-hire, a reliable RMP can help provide the support you need to enhance your recruitment marketing efforts. Especially considering that 86% of candidates use social media in their job hunt.2 

When used well, it can impact your recruitment strategy positively—94% of recruiters in a study have already vouched that automation has improved their recruitment process.3 

Misconception #1: Automation will reduce the human touch in the recruitment process. 

Today’s manual recruitment process comprises dozens of excel sheets, stacks of applications, and bundles of reports that teams have to swim through every time they need data or information about a candidate. Not to mention the list of job ads to be posted, emails to be checked, and social media content to be updated. 

Even with the most resilient and stellar team, there’s no denying that not only was this time-consuming, it was also very counterproductive. Initial assessments are rushed, recruiter responsiveness is delayed or completely nonexistent, and interactions are made up of generic templates. As a result, the candidate experience becomes transactional, and your recruitment brand suffers. 

Contrary to the misconception, a reliable tech stack will free your recruiters of repetitive tasks and give them more time to focus on yo Recruitment navigates an ever-evolving market that requires adaptability and growth—technological innovations included. However, with 85% of businesses saying their integration of digitization and automation accelerated, why are some still on the fence about its advantages?4 In fact, 8 out of 10 recruitment leaders say that investing in recruiting software is still a major hurdle for them.5  

Even though automation provides plenty of benefits for staffing firms, hesitations still stem from several misconceptions about the possibility that it hinders recruitment operations. Here are three common limitations perceived alongside digitization and automation. 

Misconception #2: It’s too time-consuming and complicated to implement. 

Most recruitment teams have unique procedures when it comes to sourcing and recruiting. Therefore, integrating the software an ur candidates. Recruiting technology is changing the way sourcing, recruiting, and onboarding are done. For every single interaction, there’s a recruiting automation tool that can smoothen the experience so candidates will have the best experience possible. Better still, it increases your team’s performance. When your recruiters don’t bother much about repetitive tasks, they can focus their time and effort on the most important part of your business – your candidates.  

This is integral to your reputation especially considering that candidates now prefer a fast recruitment process and personalized candidate experience. Consider these insights: 

  • 81% of applicants say their candidate experience will significantly improve if recruiters just take the time to update them promptly.6 
  • 60% of candidates quit if the application process is too time-consuming and long.7 

With your recruiting software taking care of the repetitive tasks, your recruiters are free to put more time into personalizing candidates’ experiences. 

Misconception #3: Recruiting software is limited to quantitative metrics but cannot provide reliable data on qualitative metrics.

While it is true that measuring qualitative data is challenging, it’s not impossible. When it comes to getting the right insight, candidate feedback makes all the difference. Think about it: you spend hours devising an effective recruiting strategy to exceed candidate expectations, so doesn’t it make sense to test how well you did by asking them directly? 

Candidate feedback is vital to any recruitment strategy. Luckily, with experience management platforms, you can capture these easily and generate real-time data to help them make data-driven decisions.  

Without the help of recruiting software, your recruiters would have to send out Google forms tediously or hand out printed surveys every time a candidate goes through the recruiting process. But as with any process involving major manual labor, there’s room for missed candidates or inconsistent implementation. This is where digitization has the upper hand. 

Digitization makes the whole process easier and more thorough. It also releases recruiters from constantly chasing after candidates and allows them to focus on high-value tasks while still gathering the data they need to review their performance. Even better, software like Great Recruiters not only provide real-time reports but even feature recruiter dashboards so you can see how well your recruiters are doing with just a click of a finger. 


With Great Recruiters, guessing games are a thing of the past when it comes to candidate experience. You can access accurate, reliable, and real-time data whenever you need it.  

Equip your team with the tools they need to thrive in an evolving talent market. Request a demo today.