The cost of recruiting automation software varies widely according to the scope of the services offered, and the type of pricing program that a software decides to implement. Most often recruiting automation software providers charge on a “monthly-per user” subscription basis, or an annual fee priced according to company size and usage of the platform.

Whatever your reason for investing in an automation solution, organizations should look for these top features when choosing a Recruiting Automation Software: 

• AI-powered Candidate Search: For every job opening, recruiters may have to sift through thousands of applicants, collecting the massive amounts of information necessary to ultimately make the right hiring decision. With machine learning, sophisticated algorithms can sort through these profiles for recruiters, filtering by experience, education, skill set, and more to build robust talent pools for open positions, both present and future. 
• AI-powerered Resume Screening: Similarly to sourcing, manual, monotonous resume screening is no longer a possibility for busy recruiters who are short on time. But with AI-driven screening tools, recruiters and hiring managers will only need to examine resumes that make the shortlist, ie. include the corresponding keywords for the necessary skills and qualifications of the position. 
• Automated Job Posting: It’s no longer necessary for recruiters to manually write and post job opportunities across different channels. The best recruiting automation software allows recruiters to post across multiple job boards simultaneously. In addition, many offer machine-learning tools that crawl similar listings and determine how best to tweak the language of your job listing for optimal results as quickly as possible. 
• Pre-Employment Candidate Assessment: Wouldn’t it be wonderful to be able to put your candidate’s skills to the test, before they’re even hired? Well, with many recruitment automation softwares, you can do just that. AI-driven assessment tools can measure both hard and soft skills to ensure that the candidate will be able to take on the responsibilities of the new position without any problem. When coupled with machine learning and big data, human resources can easily predict hire quality against these assessment results. ‍
• Advanced Talent Analytics: It’s not enough to just fill a position — recruitment automation software should help you hire a candidate that will withstand the test of time and prove to be a worthwhile investment. With built-in talent analytics, recruiters can gain valuable insights into employee performance, and better predict future trends.

The first step in choosing the right automation solution for your organization is attending a demo. This is a great moment to address any doubts or concerns you might have about the software, as well as get a hands-on explanation of the many recruiting tools the software has to offer. Prepare ahead of your demo by creating a list of questions that are most relevant to the use cases that interest your business. 

Here are a few topics to get started:

• How will this solution integrate with our current HR Tech Stack? Before you choose a recruiting automation software, you’ll want to understand exactly how compatible it is with your current tools, such as ATS or CRM solutions. 
• Are there active migration tools? Rarely does an organization start using a Recruiting Automation Software without already having collected substantial applicant data. If possible, you’ll want to choose a solution that allows you to easily import those existing candidates.
• Is training included? Whatever the cost of the solution, it’s relevant to know whether or not the software provider offers organizational training to your recruiting and management. If there is no training offered, make sure to take into account the cost of having to do training in-house. 
• Is the solution mobile-optimized? When it comes to automation, if it’s not mobile-optimised for applicants then you’re risking losing potential talent due to a poor/outdated candidate experience. 9 in 10 job seekers today look for work on their mobile device, and not meeting them there is quite simply a lost opportunity. 
• How often do you update your software? Technology is constantly changing, and it’s a good sign if the software provider frequently releases updates to add new features, keep up with the latest innovations, and avoid potential bugs. 
• How long does implementation typically take? Implementation times vary from organization to organization, but any recruiting automation software worth their salt will be able to give you a rough estimate based on your organization size  and industry during your demo. 
• What kind of support is offered? If the solution isn’t working as you expect, who can you count on to support your organization as you work out the kinks? Ask whether or not you’ll be provided a designated account manager, or if it’s just a generic help team. 
• What’s included in the pricing? Make sure to get a run-down of all the basic features included in pricing, and what features or configurations would be considered “premium” or out of scope of the normal price. This is also a great opportunity to determine how customizable the solution is to fit your organization’s specific recruitment needs. 
• Is there built-in reporting and analytics? Like any software in your HR tech stack, your recruitment automation is only as good as its results. Try to choose a tool that offers built-in reporting and analytics so that your recruiters can spend less time compiling reports and more time experimenting with different marketing and engagement strategies.‍
• What is your approach to data security? Any recruitment software needs to take data security seriously — after all, you are collecting massive amounts of personal information about potential and successful candidates. Ensure that the tool you choose safeguards both personal and organizational data.

Once you have chosen your Recruitment Automation Software, the first and most important thing you’ll need to do is get your HR team onboarded with the solution. Both recruiters and hiring managers should feel comfortable using it to complement and enhance their existing processes. Instruct your HR team to attend training sessions (if available) with the account manager or assigned customer representative, and view any available training materials online.