Don’t be soft when choosing software!

Barclay JonesIn this guest blog post, a trainer from our friends at Barclay Jones reviews what to look for when choosing a Recruitment CRM system. 

Deciding on a new Recruitment CRM is a massive decision for a recruitment leader, but when at the “finishing line” the effort it totally worth it!

Choosing which recruitment CRM to invest in is in fact the easiest part. It’s understanding what your business needs and wants it to do that’s the challenge. Lisa recently wrote for Global Recruiter abouther thoughts on choosing a new CRM systems. Here’s my slant on this topic.

My experience with CRM projects covers the start, middle and end and I’m glad to say they have been very successful implementations – why? Because the planning and strategy was carefully considered and scrutinised within an inch of its life and then implemented – with conviction.

12 Considerations for your New Recruitment CRM

  1. Does the CRM integrate with CV parsing, job board posting, applicant tracking, timesheet, invoice, analytics, eshot and text messaging technology? (to name a few).
  2. Does it embrace social media channels / streams?
  3. It may do the all singing and dancing stuff but does it do the basics simply enough without having to read a manual every time? (add a job > search for a candidate > shortlist the candidate > send the CV > arrange the interview > log feedback > make the placement)  Think about your workflows…
  4. How does it look? Cosmetics may seem a low-level priority in the grand scale of things but if it looks engaging recruiters will engage with it easier.  (And remember that your staff can make or break your systems!)
  5. Your candidates and clients are going mobile so do you need recruiters to access the CRM on the move.  
  6. It’s meant to be a one-stop-shop to all things recruitment so does it help recruiters manage their activity?
  7. Is activity easily reported on (for business development AND personal development reasons). It still amazes me that some recruiters don’t instantly know their pipeline!
  8. What training comes as part of the offering and is it process driven (not just button clicking and field filling)?
  9. What companies have the CRM you are seriously considering – what are their experiences?
  10. What companies HAD the CRM – why did they replace it?  Why?  Moving on can be a positive step, not simply “it didn’t work”.
  11. Is it a SaaS (cloud) system or are you going to need to re-assess your IT infrastructure to host the software?
  12. How future proof is the system?  If it can’t handle current tech now, where will it in 12-60 months?

Oh, it doesn’t stop at ‘Go-Live’!

I recently worked with two separate recruitment businesses that had the same CRM implemented to degrees of success (Company A and Company B). The first 12 weeks were challenging (change always is) but the tech did exactly what the business wanted it to do – happy days! 

Company A focussed their efforts in weekly catch-ups, reports and training workshops. They kept a list of bug fix requirements and a tech development wish list. 

Company B believed all recruiters would roll with the change and take responsibility for their part of utilising the new CRM, they would remember all that was delivered in the initial training and anything else would be carefully searched for in the paper manual.

Company B came back to me to run a “rejuvenation” project – they saw no ROI. 

Will you be a Company A or B?

To ensure your recruitment business is another Company A invest in professional support, consider all parties (and get them involved from the start), be clear on what you and the business needs – and challenge your own reasons.

Continue your efforts after going live – enforce the message that your recruiters’ CRM is at the centre of their recruitment world. Following these steps will ensure effective candidate and client relationships, business leads and will reduce business risk.

Don’t back off – step up and get the tech! (Your competitors are probably already doing it…)