The Pros and Cons of Recruiting Software

The Pros and Cons of Recruiting Software

Most companies have adopted some type of recruiting software to assist with hiring. Recruiting software is a fact of life that is only bound to be more widely seen as the years pass, so it makes sense for employers to understand its benefits and drawbacks. The following are a few commonly reported recruiting software pros and cons.

Pro: Saves Time and Improves Efficiency

Resume parsing and filtering tools help to save recruiters tons of time. Since recruiters only have to sort through the top few resumes instead of reviewing every unqualified applicant’s resume, time to hire may be reduced dramatically. Candidates will move through the hiring process faster and hiring staff will be able to use their time more effectively.

Con: May Perpetuate Unconscious Biases

Some companies, such as Amazon, have reported issues with recruiting software perpetuating biases. It was discovered that the filtering tool was favoring keywords predominantly used by male applicants, resulting in inadvertent discrimination that made it more difficult for female applicants to make the cut. Since recruiting software tools must be set by a human, it’s possible for biases to become exacerbated by the technology.

Pro: Keeps Candidate Information Organized

Recruiting software automatically tracks and stores applications, resumes, and employment related documentation as candidates move through the hiring process. Candidate databases make it easy for recruiters and hiring managers to see where each candidate is in the hiring process at a glance. This virtually eliminates the chance that candidate information will be lost in the shuffle and allows candidate files to be retrieved in seconds with just a few clicks.

Con: Could Filter Out Good Candidates

Since recruiting software relies on predefined rules, candidates that think outside the box may be removed from the running for reasons unrelated to their skills or fit. You may pass over a candidate that could’ve been ideal for your company based on their “soft” skills like communication and creativity because they didn’t possess certain certifications or enough experience to match other candidates.

This may have the accidental effect of losing you a competitive advantage, as your competitions’ recruiting software is likely to work the same way.

Pro: Creates a Pleasant Candidate Experience

Candidates want to move quickly through the hiring process and hear back from the company frequently. Recruiting software assists with these high points of the candidate experience by fostering communication between hiring staff and candidates. Candidates also get to take a more hands-on approach to applying, looking up company information and finding out more about the hiring process while they wait to hear back from the hiring team.

Con: May Introduce Technical Difficulties

Some resumes may not be viewable by recruiting software based on formatting. This can take highly qualified candidates out of the running or change the way that their resume is viewed, while recruiters stay unaware of the problem. It’s important to make sure there’s a way to double check the software occasionally to ensure technical issues don’t get in the way of hiring if they pop up.

Recruiting software can make many aspects of the hiring process quicker and easier, but shouldn’t be relied on to make final decisions or to take control of recruitment altogether. Keeping this in mind will help you to enjoy the benefits of using the technology without suffering from any of the drawbacks.

If you would like to look into new recruiting software, we can help! Visit our Software Match page to give us a little insight into your goals so that we can get started on your shortlist of vendors.

Find the right software match!

Get matched for free with top HR software.

How many employees are in your organization?

User Friendly
100% Free
HR Tech Experts
Find the Right Software Match

Get matched for free with top HR software.

matchr cloud logoSoftware Match
Step 1Step 2Step 3

How many employees are in your organization?