Every hiring platform comes equipped with a list of top features, some unique and others all too common. The question is, are all of these useful to you? Is the technology still up to date or has it fallen by the wayside, and does it follow all the best practices you need? In this article, we are going to explore what key factors you should be looking for when choosing recruiting software.
What Makes a Top Hiring Platform?
There is a lot of recruitment technology available on the market today, but not all of it fits the same purpose or fulfills the requirements of every organization. The features of top hiring platforms stand out for meeting the biggest needs of both employers and job seekers, delivering a seamless experience on either side and being scalable with change – like needing to hire different roles at different volumes over different periods of time. A job board like LinkedIn, Indeed or Glassdoor will not fulfill all of this criteria all the time, but Betts Connect definitely fits this bill for sales, marketing and customer success roles in tech and is designed to be scalable for every scenario.
Here are the top 13 features that your hiring platform must have to ensure ROI:
- Qualified Candidate Sourcing
While this sounds like a ‘duh’ moment, any hiring manager who has tried to track down, say, a sales engineer on LinkedIn and been matched with dozens of profiles that were very much not sales engineers already knows the pain of not having this simple feature. General job boards are being outpaced in technology sales recruitment by newer solutions precisely because they rarely meet the more specific talent requirements of the industry.
- Job Posting
No hiring platform really brags about being able to post open jobs anymore, and that is probably because of the stigma LinkedIn has created with poor matching algorithms. What stands out as a top feature today is job posting that draws in candidates whose skill sets and history actually align with those specified for the role. This is best achieved by having clear data categories, filters and KPIs (key performance indicators) that better reflect the type of metrics actually being discussed in an interview.
- Resume Screening
A lot of recruiting software systems claim to be able to screen candidates based on their CV (curriculum vitae), but the truth is that these are simple automated keyword scans. It is well known that they are easy to manipulate – refer to our article on the resume of George Santos to see one of the most hilarious examples – and rarely actually single out A-list talent. The world has moved well beyond these types of legacy hiring tools to enforce accountability and companies should consider blockchain to guarantee accurate resume screening.
- Organized Interface
User interface (UI) is usually regulated to a spot way down the list of prerequisites for choosing a top hiring platform. That is exactly why many talent acquisition teams get stuck with systems that are hard to navigate and the opposite of user friendly. A seamless UI and layout, along with a software architecture that actually makes sense to humans, will go a long way towards maximizing performance.
Automation is a lost art among many recruiting software and job board solutions, which you have probably seen firsthand if you have had to use LinkedIn or Indeed to source more than one candidate at once. A lot of platforms promise automation but still end up leaving a lot of manual work for users, reducing productivity. The right system will consolidate the amount of personal input a hiring manager, internal recruiter or even a candidate needs to navigate its controls.
- Salary Transparency
Pay transparency on job posts is not just increasingly becoming a defining best practice in the US – it is also the law in a growing number of states, like NY, CA and many others. Visibility for salary and other forms of compensation are necessary to set benchmarks for a given role, especially for go-to-market (GTM) jobs like sales, revenue ops, etc. Any solution used for recruitment must have data for earnings available and allow job seekers to establish their expectations.
- AI Recruiting Tools
Artificial intelligence (AI) has been a part of the tech industry long enough for everyone to claim whatever algorithms they have counts as machine learning (ML). When all is said and done, what takes AI from a novelty to an actual solution is application – solving a real world challenge that wastes too many working hours. For hiring tools, this means managing the thousands upon thousands of touchpoints that pop up between candidates and employers, with the end result being making it much easier to connect each party seamlessly.
- Candidate Experience
If hiring managers are having a hard time with a job board or other web recruiting tool, chances are that candidate users are having just as bad of or an even worse experience on their side of the platform. Too many solutions are not built with attracting and retaining talent as a priority, so there is little focus on providing a good user experience (UX) when it comes to candidates themselves. This will inevitably limit the available talent pool for these sites as well as the level of engagement for those that remain, meaning that recruiters can spend all day contacting someone who is inactive and not coming back soon.
- Recruitment Analytics & Intelligence
Beyond even just salary and other compensation information, data plays a key role in hiring today. Any hiring platform you invest in should be able to provide at least the basic numbers you need, from traffic on job posts to exactly how many candidates in the database match the skills you are looking for. However, a truly smart system will be able to dynamically take these metrics and improve your experience, such as taking the role requirements and pointing you to passively looking candidates that you might not have picked up on your first search otherwise.
- Cost Efficiency
Aiming for cost efficiency with recruiting investments goes without saying, but long term price tags are not always so clear at first – refer to our Cost-Per-Hire Guide for more on that. For example, many job boards seem cheaper than a full-blown hiring platform, but can actually become more expensive when trying to scale up their output. In cases where a company would need to hire multiple account executives (AEs) or customer success managers (CSMs) to help grow sales, the cost would go up tremendously with tools like LinkedIn Recruiter.
- Strategic Support
What sets apart enterprise SAAS solutions from consumer-level and legacy systems is the expectation of support – a modern platform should have a dedicated account manager or customer success team behind it to make sure users get the most out of their technology. In that vein, a hiring platform account should include a CSM on-hand that knows the challenges and pitfalls of the recruiting process in particular, and how to help users overcome them.
- ATS Integrations
An applicant tracking system (ATS) is its own piece of recruiting software that allows employers to keep track of and communicate with candidates who have applied for or have been pitched by the company for an open position. An ATS is an integral part of the recruiting technology stack that allows internal recruiters and hiring managers to stay on top of candidate opportunities, which is why integration with other systems is critical to make sure data and processes flow seamlessly.
The ability to scale with your organization is the biggest “it” factor when choosing any software application, but it should be top of your list when deciding on a hiring platform (especially if you are a startup in tech). Recruiting rarely runs like clockwork – there will always be a need to hire for different types of roles at different times and often at very different levels. When a solution like LinkedIn limits you to a certain number of messages and user seats, how much are you going to lose once you hit capacity? We wrote a whole Scale Guide illustrating this challenge and its impact (along with how to overcome it).
Why Betts Connect is Your Top Hiring Platform for Tech Sales
Betts Connect is our innovative hiring platform built from the ground up using all of our expertise and experience in recruiting, and designed to help tech companies scale no matter their size. Whether you are hiring one person at a time or 500, Connect comes equipped with the features you need to find the right candidates at the right time, including:
- Biggest network of pre-vetted talent for tech sales & other GTM roles
- Just in Time uses AI to automatically match candidates with open jobs
- RecruitCoin utility token powers engagement between employers & candidates
- Drill-down filters organized by KPI, like average sales quota & titles sold to
- Integrations with Greenhouse and Lever ATS software
- Annual subscription for an unlimited number of hires
- Dedicated team of CSMs
- & much, much more!
Unlock Unlimited Hires with Connect
The difference between Connect and other top hiring platforms is that it was developed by recruiters to meet all of the many challenges that pop up when sourcing candidates in the world of tech. Key to this is being able to unlock as many hires as you need for any given time – see for yourself how Betts Connect will achieve this and more by getting in touch with our team today.
Sign up here to get in contact with us and discover the impact of Betts Connect firsthand.