Top-Tips for Recruitment Software Integrations – Part Two

Posted by Rob Hayesmore | January 20, 2015 |
Share on FacebookTweet about this on TwitterShare on LinkedInGoogle+

integrationsRecruitment software can become even more powerful via integrations with additional software – from empowering recruiters to ensuring smooth back-office workflows, the boost to your business efficiencies and success can be huge.  

In the second of two blogs, Rob Hayesmore, Head of Product Development, Bond International Software, shares his ‘Top-Tips’ for successfully integrating your recruitment software with your chosen third party systems.  

Having selected the best of breed software to support all areas of your recruitment business (or having legacy systems and looking to integrate a new system), you must ensure the software ‘talks’ to each other effectively to share information and deliver new efficiencies.  Achieving the end goals which are the reason for your chosen integrations, is imperative.  This time, my ‘Top-Tips’ for successful integrations are –

Ensure integrations fit into your business processes – gain efficiency, notinefficiency.

It’s great to build an integration which allows recruiters to export payroll information to their payroll provider for example, but if it doesn’t fit into their process in the right way, then it may not be used or may become extra work.  Avoid a situation where integrations are less efficient than re-keying the information elsewhere. The most important factor is how your business processes flow across the systems you are integrating.

Broadbean is a good example of when to make sure an integration is exactly right.  If you have a job and you would like to advertise it on job boards, it’s simple to export it as an advert to Broadbean.  When you require a full integration with Broadbean, for the complete application management cycle, be sure to consider your recruiting processes.  Broadbean will provide you with a long list of applicants, but how would you like to handle them?  Would you like to review them in Broadbean, find the ones you particularly like and ‘green flag’ them so they are shortlisted against the job in your recruitment system?  Would you like to ‘amber flag’ them when they are not as suitable, but still create a record for them?  Would you like to long or short-list candidates against the role, and mark them as ‘via Broadbean’?  

How integrations work with and enhance your recruitment process is key.  Users must not spend too much time sorting data.  If you have a clear vision of your requirements, your software provider will deliver an effective integration which saves time and increases hires.

Ensure your provider is able to support their software and the integration – long term.

While development and delivery may only take a few months, a key point to remember is you will have the software package and integrations for, potentially, a number of years.  Make sure your provider can not only support their software, but also the integrations over that period of time.  

As a recruitment business, what are the indicators to look for in a provider to be comfortable they can deliver the best ongoing integration support?  Their outright size is reassuring but also, what is their core business?  Do they regularly provide ‘off the shelf’ systems or bespoke systems?  A provider with a history of delivering bespoke systems will have the infrastructure to support the configuration required – they will have ‘been there, done that’ many times, know the pitfalls and how to avoid them.

A payroll integration is a good example of where support is important, staff must be paid correctly and on time.  Payroll information is exported from a recruitment system integrated with a payroll system, then used internally or sent to a payroll bureau.  If a problem occurs, the information may not import properly and produce incorrect pay figures (or may not import at all).  Does the problem lie with the recruitment system or the payroll system?  In this case two software providers are involved, the export system and the import system, and at least one of them must be able to quickly identify and fix the problem.             

Be careful to select a provider with a long history and a proven track record – an organisation fully equipped to provide support on what are essentially bespoke integrations.

Remember…

When considering integrations, the main thing to focus on is how the integrations will support your business processes. Work with your partner software provider to ensure the integrations deliver useful functionality which will improve the efficiency of your staff.

For more tips and suggestions, watch Rob talk about integrations in more detail below:  

 

 

Category: Recruitment

Interested in reading more great posts from Bond? You can subscribe here, or vist Rob Hayesmore's author page.

Rob Hayesmore
Rob has worked for Bond since early 1995. His career at Bond started as an Analyst Programmer developing Bond Adapt version 7, then as a Team Leader and Strategic Development Manager. Now working as Head of Product Design, Rob is responsible for new features in Bond Adapt and the UK staffing application.


10 Steps to Selecting Recruitment Software

It's no easy task to select staffing software for your agency. Make it easier with this paper outlining 10 steps to pick out the right software solution so you can drive your business' profitability.

Download Now >

The Changing Face of UK Recruitment

Our market research report looks at how candidates approach a job change, the subsequent impact on the recruitment industry and the value of specialist job sites. Download to gain an insight into how attitudes towards job searches are evolving.

Download Now >

EnglishUSAAustraliaChinaJapanSingapore