What do you do if the candidate sourcing software you use isn't working for your recruiting team?

If the candidate sourcing software isn't meeting the needs of the recruiting team, several steps can be taken to address the issue. Firstly, gather feedback from recruiters to identify specific pain points and shortcomings of the software. Then, explore alternative software options that better align with the team's requirements and preferences. Consider providing additional training or support to help the team maximize the effectiveness of the current software, or seek customization or integration options to enhance its functionality. Ultimately, the decision may involve transitioning to a different software solution that better suits the team's needs and improves efficiency in candidate sourcing.

Determine the specific aspects of the software that are not working by gathering input from your team. Is it a lack of relevant candidates, difficulty in navigating the interface, or any other issues? Speak with your recruiting team members to understand their experiences and challenges with the software. Ask for their input on what is not working and what improvements they would like to see.

If the issues with the current software persist and cannot be resolved, start exploring other candidate sourcing software options. Look for software that aligns with your team's needs and requirements. Take advantage of free trials or demos to test the software with your team before making a decision. Additionally, consider in-house sourcing methods: If the candidate sourcing software is consistently failing to deliver the desired results, implementing additional in-house sourcing methods could be a better alternative. This could include building a talent network with your own IT team, engaging with candidates on social media, attending industry events, or leveraging employee referrals.

Make your wish list of what you wish your ATS had and doesn't. Then make your list of what is working with your ATS. Meet with your rep, there may be options for what you wish it did. If not, you have your list when shopping other companies.

Diving into advanced features or even utilizing lesser-known tools might reveal hidden gems within your candidate pool. Sometimes, a minor tweak in keyword strategy or the inclusion of diverse sourcing channels can significantly broaden the scope and quality of your talent search. Innovating with how you use technology, such as integrating AI for smarter matching or leveraging social media analytics for passive candidate discovery, can also lead to a more efficient and effective recruitment process.

First you need to understand your need. What type of job requirements are you aiming to fill. Whether it is IT or Non IT requirements? What type of candidate profiles are you looking. Based on that you need to identify the right software or platform. If ABC platform is not working, need to request for other software demos and identify which one will cater to your needs. If you are only looking for sourcing , probably you can go for a platform that has more features for sourcing and not with something that has competencies around other areas.