Enterprise Recruitment is not for the faint-hearted. With (often) dozens of open roles, thousands of applicants and a myriad of hiring managers to huddle down with, it requires a very special type of recruiter to ace the Enterprise Recruitment game.
Luckily, we’re amidst a full-blown digital revolution at the moment.
Many smart brains from tech hubs around the world are working tirelessly to build software that helps us overcome the challenges we face on a daily basis.
Just the other day, I read that on average between 10 and 20 new types of recruitment/HR technology pop-up every week. Every week!
That’s great, right?
The only problem is that the people this software is built for, a.k.a. you are probably busy enough as it is filling those dozens of open roles and heaps of other tasks.
So, how are you going to keep track of 20 new tech solutions on a weekly basis?!
You simply can’t.
Which is why we’ve done the nitty gritty stuff for you. We’ve searched the web, kept a close eye on TechCrunch, Wired, Businessinsider and what not, and listed 8 must-know enterprise recruitment software vendors.
Now, we’re only human and we might have missed some vendors you think deserve to be on this list. If that’s the case, let us know in the comments so we can review them and potentially add them.
And now, without further ado – let’s dive in!
The ATS (Applicant Tracking System) is the most commonly used piece of technology within recruitment departments today. It serves as the backbone of your hiring strategy (especially in Enterprise Hiring) and acts as the central hub of your recruitment technology stack.
Needless to say, choosing the right ATS is not an easy endeavor. Think about it. They all share the same basic capabilities, there are literally hundreds of vendors to choose from and they all promise to improve your workflow, manage your process etc. etc.
So, how to pick an ATS?
Look for the things that stand out; can it customize your career page easily or do you need a developer? What data can you extract from the platform? What are the integration possibilities?
Try to look past the ‘checkbox stuff’ and see what additional features an ATS brings to the table. It might seem counterintuitive to make a decision based on secondary USPs, but what might seem secondary now – could turn out to be essential in the near future. As my first example will illustrate.
Although Greenhouse started out as an ATS for the SMB market, the possibilities of the platform, the intuitive interface, and data protection make it a force to be reckoned with in the Enterprise market.
Just like many other ATSs, it ticks all the boxes necessary to improve your hiring workflow, but the real reason Greenhouse is high on our list is because of their partner ecosystem. Greenhouse integrates with nearly every single recruitment/HR software out there.
Why is this so important you wonder?
Because tech is changing recruitment. As we said before, between 10 and 20 new recruitment tools pop up every week. And although you might work with just an ATS now – a full-blown recruitment technology stack with 5 or 6 pieces of software that are tied together via technical integrations is not uncommon anymore.
And with this in mind, the Greenhouse partner ecosystem suddenly becomes a significant competitive advantage which can prove to be a very valuable asset to your recruitment strategy!
Like Greenhouse, Lever is one of the relatively new ATS’s on the block (I think I’m starting to see a pattern here).
Again, just as many other ATS’s, Lever ticks the boxes you’d expect an ATS to tick. There’s pipeline management, hiring process data, you name it. But to us, there are two features that stand out with Lever.
One is called: Lever Nurture. This is basically a part of the platform that’s focussed around candidate relationship management. With Lever Nurture, you can easily set up entire candidate nurture campaigns that enable you to automatically keep candidates engaged throughout the process. It might take some time to set up, but once you get the hang of it it’ll save you a lot of time…
The other thing that stands out for us, is the simplicity of the interface on the one hand, and the power of the reporting feature and possibilities on the other.
Thanks to the beautiful, easy to use interface, collaborating with hiring managers becomes a breeze, especially if you’re hiring for a lot of Marketing and Sales roles. Because let’s face it – many marketers and sales managers are spoiled with the way much of their software looks.
We can honestly say that Lever is one of those ATS’s that got it right from a UI/UX perspective. And although it might sound superficial, a beautiful interface does make collaborating with those spoiled Sales and Marketing people a whole lot easier…
Enterprise Programmatic Job Advertising Software
Programmatic Job Advertising is technology that helps you overcome the “post and pray” strategy on which so many of us still rely on a daily basis. In short – programmatic job advertising technology puts your job ads in front of people that fit the parameters you define before posting.
For example – are you looking for a junior customer service rep, with an affinity with tech and interested in film and music? Programmatic can help you find him/her. Because of the meticulous targeting options, you can get more candidates in with a smaller budget and from a (much) larger candidate pool.
Here are some of our favorites:
Appcast has been in the programmatic job advertising game since 2014 and serves clients like FedEx, HP, Bridgestone and many more. We like these guys because of the transparency of their business. They basically divided their offering into three segments:
The Appcast Exchange is basically your standard programmatic job advertising solution. It gives you the opportunity to put your ad in front of the right people with a Pay per Applicant pricing model.
As the name suggests, with Appcast Brand you can promote your recruitment brand message to specific communities of candidates to foster broad interest in your organization.
With Clickcast, you can take your programmatic advertising to the next level by optimizing job spend and ROI based on previous results improving the efficiency of your ads over time.
Perengo started 4 years ago and serves high growth businesses and Fortune 500 companies with their Demand Side Platform (DSP).
In short, their DSP is a programmatic job advertising platform that helps you get more candidates with the right profile into your pipeline by leveraging advertising networks and Machine Learning.
Perengo prides itself on being ‘the only’ platform out there that offers this combination of top-notch advertising techniques with data technology. Not only does this enable them to create custom solutions for their customers, it also allows them to keep improving their client’s recruitment campaigns.
Another feature that’s worth mentioning is Perengo’s budgeting intelligence which automatically deploys your recruitment budgets in the way that’s most effective for you. This is a huge time – and of course money – saver and yet another way of optimizing your recruitment process.
Enterprise Pre-Employment Assessment Software
Although pre-employment assessment software is a relatively new niche in recruitment technology, it’s a very interesting one. Where ATSs have basic common functionalities and a buying decision has to be made on secondary USPs, the assessment market is a different ball game.
Before I move on, let’s be clear on what we’re talking about here because traditional assessments have been around for ages. We’re talking about digital pre-employment assessment platforms here. Software that enables recruiters to build assessment experiences as a pre-selection method to hire better.
Alright, now that we’ve got that out of the way, let’s move on.
In general, assessment software solves issues related to three domains:
- Candidate Experience
Each solution emphasizes something different. Some focus on data and efficiency but lack in candidate experience. Others focus on candidate experience and efficiency but lack in data. And then there are those solutions that cover all of these aspects.
Harver is an assessment software vendor that’s used by some of the world’s most successful brands like Netflix, Zappos.com, and UIPath. Its AI-powered algorithm utilizes data and science to help you predict the quality of hire by measuring a candidate’s aptitude, culture fit, soft skills and ability to succeed throughout their career.
For us, one of the reasons why Harver stands out compared to other assessment platforms is its customization capabilities. It’s a ‘content heavy’ platform, meaning recruiters can build custom hiring experiences with videos, images, assessments and situational judgment tests. Especially for consumer brands, this is a big advantage.
Consequently, the implementation time of the software is a bit longer than that of the more off the shelf solutions – but you get a combination of a life-like realistic job preview and assessments in return.
Pymetrics is an assessment software vendor as well but focuses more on the gamification of the selection process through neuro-assessment games.
For example – candidates are asked to digitally blow up a balloon as big as possible and to decide for themselves when to stop. Of course, at some point, the balloon will pop. How far candidates go when blowing up the balloon measures their ability to take risks.
An interesting feature that Pymetrics has compared to other pre-employment assessment tools is the fact that its algorithm can match candidates who aren’t a good fit for one role in a certain company to a different role in another company where they are a fit.
Clients of Pymetrics include many Enterprise organizations like Mercer, Arla, and Coty. With a recent series B funding round of $40 million and offices in New York, London, Singapore, and Sydney, it’s worth keeping an eye on what’s next for the company. So if you’re ever in the market for an assessment platform, you might want to consider these guys as well.
Enterprise Onboarding Software
The lack of a smooth onboarding process is one of the main reasons new hires leave prematurely. The onboarding period is a bit like the honeymoon period; people are excited to start a new job, full of motivation and keen to meet their new colleagues.
Unfortunately, onboarding a new hire inevitably means there’s paperwork to be done too. And that’s not something most of us are particularly excited about…
Too often still, company’s think of onboarding as a time to get all the documents sorted out. Given the workload of many HR departments, that is completely understandable but it also is a real shame. Because instead of being all about admin, your new hires’ onboarding process should be about getting to know their new colleagues, the company culture and other fun stuff.
Fortunately, most employee onboarding solutions automate (parts of) the process and create engagement right from the start by focusing on:
- Getting the paperwork out of the way
- Sending (practical) information about the company
- Making introduction between new hires and their future colleagues
Talmundo takes the onboarding game one step further by taking care of the pre-boarding process too. The pre-boarding phase starts as soon as a candidate has accepted his or her offer and lasts until their first day in the office – which is when the onboarding period starts.
Especially when there are a few weeks or months between the moment someone accepts the offer and actually starts working, it’s important to keep in touch. Otherwise people might feel left alone or lose some of their enthusiasm before they’ve even started….
Talmundo welcomes people onto the platform as soon as they’ve accepted their job offer. The next day, new hires get a roadmap for the whole pre-boarding process, they receive stories & testimonials from more experienced employees, etc.
When finally their first day arrives, new hires have already dealt with the necessary paperwork, received relevant training where needed, interacted with future colleagues and, let’s not forget the important stuff, know where to park.
In case your onboarding budget doesn’t leave you much room, there are free tools you can use to structure your onboarding process. A good example of such a tool is Trello.
The platform is primarily known as a collaborative project management application, but they’ve created a new employee onboarding template you can use to – indeed – onboard your new hires.
Makes sense because after all, onboarding people is a project too, right?
Well, there you have it, 8 Enterprise Recruitment Vendors worth knowing in 2019. Again, we may have missed some vendors you think deserve to be on the list. If that’s the case, let us know in the comments!
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