OK this may be a rhetorical question, especially when you consider that I sell recruitment software, but I certainly felt it was worth considering given the market conditions in recruitment at the moment, with the question for many recruiters is “should I invest in recruitment software”.
Obviously I believe the answer is yes, with more and more candidates becoming available I believe it is now imperative to have a means to manage the volume much more quickly and efficiently. So when you are given your next vacancy, you can see the wood from the trees and get to the best candidate quicker than your competitors. This in truth is what it is all about, but there is a cost associated with this. So surly the time saved would make it a must have tool, in the recruitment consultants armoury?
Well that is my opinion of course, but I was pleased to find someone who disagreed, thanks to the UKRecruiter forum by Ian ofÂ Forest Recruitment, who I felt came up with a very valid argument, in fact Ian uses it as his USP, this is what he said:
15 years in IT recruitment and never used it (other than demo’s). I do use a CRM system but if you know your vertical and your candidates why do you need software to do the matching ?? But I am lucky I have the kind of memory that I can actually remember details of my first ever placed candidate (Jan 94) such as her final year uni project title and the counter offer she turned down to take my role.
If database search software (which is really all recruitment software is) was that good Google would give you you the perfect answer every time. I think the software makes consultants lazy, they put in tight specs and expect a placement to pop up on the screen. I am sure Mitch will agree, recruitment software panders to consultants and clients who want to find clones of the last incumbent in a role, it does nothing to encourage consultants to actually explore who might best grow into a role or bring extra skills to a client.
Although I agree in IanÂ´s sentiments in that “it Panders to Consultants and clients” in that it makes one lazy and there is an obvious case of “fitting a square peg in a square hole”. Where IÂ disagree is that I too amÂ able to remember my candidates from years ago, but the name will often elude me. So I have to remember something specific about the candidate, such as who he worked for or may be his pet hobby was bee-keeping, now try finding that in an alphabetical database of thousands.
I have to admit that when I started out in recruitment we didn’t have recruitment software, in fact we didn’t even use a computer. What I do remember is spending hours going through cv after cv to find the ideal candidate for my client, because there was no way on earth they would look at an alternative.
The fact is now it can be found in seconds, which means you can save a couple of hours a day shuffling through mountains of paper. If you also consider that by saving 2 hours each day, you or your consultant would then save at least 40 hours per month and if they were on Â£5 an hour, you would save Â£150 each month, when take off ArithonÂ´s monthly cost of Â£50. Or is the true cost one extra placement a month I suppose that is for you to decide!
Of course not everyone will agree with me, so I am more than happy for anyone to comment whether they are for it or against it.