If you’ve had the chance to read our recent post on The Importance of Recruitment CRM Integration for Recruitment Agencies, you know how crucial consolidation of your systems and processes can be to the success of your recruitment business.

Recruiters touch every part of your business – sourcing and screening new candidates, finance and accounts receivable, reporting, and so much more. It can be difficult to maintain efficiency in the midst of this if they’re constantly jumping between systems to execute tasks.

Integrating all major processes so that your recruiters simply log into the Recruitment CRM without looking elsewhere is easier said than done. With the amount of recruitment software out there, how do you even begin to decide what to integrate?


First, I would suggest taking a look at our extensive list of recruitment software integration partners. Then, begin to consider some of the following questions.

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Questions to consider when choosing a recruitment software integration:

  1. What aspects of sourcing am I hoping to optimise or focus more on?

    When thinking about your sourcing strategy, it’s important to think about how you’d like to streamline and optimise talent pools.

    The job board space includes more than just your traditional listing of job ads. Some job board software targets specific candidate pools, sponsors more timely ads, and can create additional value to candidates through things like resume editing and professional networking.

    Simplify your posting strategy by using a multi-poster software. Multi-poster solutions allow your recruiters to post multiple openings to multiple boards and locations at once, and many have the ability to optimise location.

    If you’re looking to improve general search tactics, there are many software solutions that automateCV searches, parsing, and help you to find passive candidates.

    Job board analytics bring your sourcing strategy together to create a digestible representation of how your job ads are performing and/or underperforming, and readjust strategy based on that.

  2. Do my recruiters experience any major disconnects in candidate evaluation processes?

    Are your recruiters dropping the ball when it comes to candidate reference checks, or are you looking to take candidate assessments up a notch?

    If so, you might want to consider software integrations that cover personality assessments and background checks so that recruiters can keep a pulse on some of the things that matter most to hiring managers.

    Personality assessments have the ability to predict performance potential, determine a candidate’s strengths and weaknesses, where they will fit into an organisation, and illustrate how a candidate might react in a variety of scenarios. Background screens and reference checks investigate criminal backgrounds, and contribute to overall culture and safety within a company.

  3. Where does my candidate engagement strategy stand, and how can it improve?

    40% of agencies say candidate engagement strategy will be a top priority this year. Bullhorn’s Global Recruitment Insights and Data survey showed 40% of agencies say candidate engagement strategy will be a top priority this year.

    Candidate engagement software offers tools for recruiters to customise, schedule, automate, and simplify their correspondence with candidates. This might include SMS messaging, surveying, and email campaigning. By communicating with candidates in a more consistent, high-touch way, recruiters can focus on building and maintaining relationships, therefore reducing churn from billable candidate pools.

  4. The big kicker: recruitment and sales productivity. What can I integrate to make the job of my recruiters easier and more efficient?

    This could mean a lot of things, and arguably all of the above fall somewhere under the general productivity umbrella, but for this, let’s focus on the solutions that are designed to save time on non-revenue generating tasks.

    A huge time saver – video interviewing. Candidates can record their interviews during the times that work best for them, answering sets of predetermined questions that might help highlight particular skills and personalities. Not only does this save time for recruiters from a scheduling perspective, but it also improves the candidate experience, and streamlines the decision-making process for the hiring managers.

    If you’re looking to add value by automating call recordings, prompting note capture during calls, and creating automated call lists you might want to consider a VoIP software.

    As briefly mentioned in the candidate engagement considerations, SMS messaging can make a world of difference, especially in terms of recruiter productivity. Rather than hassling with mass communications and manual entry of those communications, SMS solutions automatically capture conversations and increase data quality.

    If you’re looking for a solution that enables your recruitment and sales teams to find key decision makers or gain insights on clients to better understand their business, you might want to consider using a data source software that offers verified contact information.

    Last but certainly not least, think about the reporting and analytics that matter most to your business and your recruiters. Once you have a handle on that, maybe consider an analytics software that offers actionable insights and metrics to your recruitment and sales teams. Something like this is worth the investment, because it will save time for your recruiters otherwise spent figuring out how they should be allocating their time.

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