Why a recruiting tool?
Modern recruitment brings with it numerous challenges: high administrative effort, long processing times and often a lack of transparency in the processes. A recruiting tool helps to digitally map the entire application process and thus ensure greater efficiency, clarity and a positive candidate experience.
Comparison criteria for recruiting tools
- Ease of use: Thanks to an intuitive interface, you save time on training while creating a positive experience for users and applicants.
- Data protection and security: Ensure GDPR and DSGPR compliance and secure data processing.
- Integration and interfaces: A good tool can be integrated into existing systems such as ERP, payroll or job platforms.
- Costs: In addition to license costs, also consider possible training, set-up or support costs.
- Cost-effectiveness: Check the price-performance ratio, taking into account time savings and efficiency gains. For example, calculate how much time you need for rejections, confirmations of receipt or interview invitations.
- Features: Important features such as automated communication, dossier management, rating systems, interview scheduling and analysis tools should fit the need without being overloaded or too limited.
Compare recruiting tools - use the free requirements catalog.
What features should a modern tool offer?
At its core, it is about the centralized management of all applicants. More features do not automatically mean more benefits. The focus is therefore on relevant features that cover actual needs. The central features of a recruiting tool include the following:
Job advertisements can be created directly in the system and then published simultaneously on several job platforms via multiposting. This increases reach and visibility in a targeted manner.
All documents and communication are stored centrally in the digital dossier. This improves clarity and avoids redundant work. Automated mail templates enable efficient, gender-appropriate and personalized communication – from the confirmation of receipt to the interview invitation. Collaborative ratings allow several recruiters and line managers to assess candidates together using standardized criteria. Status overviews make it possible to track progress in the process at any time.
An integrated talent pool enables the systematic recording of qualified applicants for future vacancies. In addition, analysis and reporting functions provide meaningful recruiting key figures that can be used to optimize the application process based on data.
Multilingualism and differentiated role and rights management ensure that the tool can be used efficiently in decentralized or multilingual organizations. Thanks to standardized interfaces, the e-recruitment software can also be seamlessly linked to existing systems such as payroll accounting, ERP or external job portals
Find out how Dualoo digitizes your applicant management.
Step by step to the right tool
- Clarify requirements: Analyze your current processes, challenges and goals.
- Define requirements: Create a catalog of requirements with must, should and can criteria.
- Involve stakeholders: Involve specialist managers, the IT department and the Data Protection Officer at an early stage.
- Research tools: Use platforms, recommendations and provider overviews (e.g. the Weka provider overview) to make a pre-selection.
- Create a provider shortlist: Reduce the selection to 2-3 favorites based on your must-have criteria. Request detailed information and price quotes.
- Compare and rate: Use comparison tables or tools for structured rating.
- Arrange demos: See the tools in action in a live demo and try them out in your everyday work.
- Obtain references: Ask existing customers to gain insights into user-friendliness, support and implementation.
- Use the test phase: Use free test phases to test the tool in practice.
- Start the pilot phase: First implement the tool with a test site or a sub-area.
- Make a decision: Compare costs, benefits and feedback.
- Implement: Plan training, data transfer and communication with all parties involved. Many providers offer accompanying support.
- Optimize: Record KPIs, optimize processes and use the full potential. If you keep an eye on updates and further developments of the tool, you can benefit from new features on an ongoing basis.
Questions & Answers: Recruiting tool comparison
What is a recruiting tool?
A recruiting tool is software that helps companies to manage and optimize their application process digitally – from job posting to hiring.
What criteria are important when comparing recruiting tools?
Important criteria are: User-friendliness, data protection (DSG/GDPR), interfaces, features, costs and support quality.
Which recruiting tools are particularly suitable for SMEs?
Tools that are quick to use, intuitive and affordable, such as Dualoo, are suitable for SMEs.
What do recruiting tools cost?
Pricing depends heavily on the scope of services and the integrations. Some systems start at around CHF 30 per month, while complex solutions are significantly higher.
How long does it take to introduce a recruiting tool?
Depending on the tool and its complexity, the implementation time can range from a few days to several weeks. With simple tools, a go-live is often possible within a week.
