Ten Steps to Successful Staffing and Recruitment Software Integration

Posted by Toby Conibear | January 6, 2016 |
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Recruitment software integrationIn a fiercely competitive marketplace, technological innovation is a clear competitive differentiator. Used well, the right technology can make the difference between identifying a candidate quickly and missing the boat; it can help candidates reach out to recruitment companies at a time and in the way they prefer; and it can enable recruitment consultants to enhance the quality and timeliness of client interaction.

In the first instalment, Toby Conibear, European Business Development Director, Bond International Software, takes a look at the top ten steps for staffing and recruitment software integration.

Staffing and recruitment software plays a crucial role in the continued success of agencies but there are also many opportunities to integrate third party applications with that recruitment software to smooth workflows, boost efficiency and transform performance.

From streamlining back office processes, such as payroll and invoicing, to exploring innovative front office applications, integration with the central recruitment software hub is compelling.

But there are a number of issues to consider to ensure success – from defining requirements to getting the right integration model. The following ten step approach for integrating third party applications to staffing and recruitment software should provide organisations with a clear understanding of how best to meet business objectives.

Step One: Why integrate and what integrations are required?

Many organisations approach a new recruitment software investment with a list of existing applications for integration which are unique to their business. But it is important to consider the depth of functionality available in the new solution – are all those applications still required?

Step Two: Prioritise Requirements

Separating front and back office integration requirements enables a business to quickly differentiate between the ‘essential’ and ‘nice to have’ integrations. Organisations should not undertake all these integrations at once; identify those that are business critical and those on the wish list.

Step Three: Understand the Recruitment Software Integration Model

The timeline for the integration development will depend on the complexity involved. Does the vendor have off-the-shelf integrations built through direct collaboration with other software providers? Understanding the integration models is key to creating a workable roadmap.

Step Four: Take a Measured Approach

One pitfall to avoid is requesting a lot of integrations and developing a hugely complex bespoke system upfront.  It is advisable to undertake these integrations one by one. Keep it simple and make sure the integrations are absolutely required. 

Step Five: Test, Test and Test Again

The testing process is critical and should encompass not only software testing but also process testing. For example, when payroll is integrated with the recruitment software, it is important to set aside ample time to test the payroll run. Organisations need to be realistic about how long the configuration and testing will take.

In the next instalment, we take a look at the final five steps in how to successfully integrate recruitment and staffing software.

Recruitment Software Integration


To read more about how recruitment software integration can make your agency stand out from the rest, click here to download our latest eBook.



Category: Recruitment

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Toby Conibear
Toby has worked for Bond since 1996. His career started as a Technical Support Consultant, then worked as an Account Manager, then Head of European Sales. Currently, Toby is responsible for driving growth of the EMEA business region, specialising in large scale multinational deployments. Working as Group Business Development Director, Toby is part of the Bond board leadership team.

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