10 Best Recruiting Automation Software Solutions – 2023
The best Recruiting Automation software, benefits, pitfalls, pricing and more
Trying to streamline and simplify your organization’s recruiting process? Then you might just be on the hunt for Recruiting Automation software. Effective Recruiting Automation software leverages AI and purpose built software to streamline your talent acquisition efforts. This includes sourcing candidates, building talent pools, and generally streamlining the process of attracting, vetting, and hiring talent.. By assisting your recruiters with tools that range from AI-resume screening and automated job listing to interview scheduling and onboarding, you can focus your HR team’s energy on authentically engaging with top candidates.
Don’t waste your time sifting through Google results — we’ve personally researched dozens of different Recruitment Automation software offerings to help you invest in the right solution for your unique needs. Check out our detailed rundown of our favorites, as well as the common pitfalls, sample questions for demos, features to look out for, and more.
Best Recruiting Automation Software
We pride ourselves on strict editorial standards and use a thorough process to vet and review software before we publish it on the site (and in fact, most vendors we have to end up rejecting). This process includes having our team of HR and recruiting experts use the tool themselves, getting user feedback, and then evaluating the vendor on key metrics like their financial health, customer retention, and responsiveness to customer queries. You can read more about how we evaluate vendors here.
Reader Testimonials
"SelectSoftware Reviews is the best platform to discover top 1% HR tools. Their 10 years of HR Tech experience makes their reviews the best in the industry! Every time I speak about HR technology, SSR is my number one recommendation to for people pros."
"SelectSoftware Reviews is my go-to place when it comes to researching HR tools. Their product reviews are real time-savers and trustworthy, and the online community is fantastic for bouncing questions and ideas off of others in the Talent space!"
"I trust SelectSoftware Reviews's HR Tech Reviews because they talk to so many experts, know the right questions to ask and uncover during in-depth product demos to come up with their best picks"
Fetcher is an AI-based recruitment automation software that uses a simple but effective 3-step methodology of ‘source, engage, and track’ to ensure that you have a continuous stream of qualified candidates and meet your hiring needs.
PROS
- Fetcher is highly rated by customers for its clean interface, ease of use, and customer support.
- According to most users, Fetcher's sourcing tool is one of the best in the business, providing them access to the best candidates with specialized skills and backgrounds.
- Customers find Fetcher's automated outreach feature extremely useful for sending cold emails and personalized messages to potential candidates.
- Fetcher is highly rated by customers for its clean interface, ease of use, and customer support.
- According to most users, Fetcher's sourcing tool is one of the best in the business, providing them access to the best candidates with specialized skills and backgrounds.
- Customers find Fetcher's automated outreach feature extremely useful for sending cold emails and personalized messages to potential candidates.
CONS
- Some users report experiencing bugs and glitches while using the software.
- In rare cases, Fetcher may source either over-qualified or under-qualified candidates for a particular role. However, according to users, their team is quick to correct and refine the search criteria in such scenarios.
- Some users report experiencing bugs and glitches while using the software.
- In rare cases, Fetcher may source either over-qualified or under-qualified candidates for a particular role. However, according to users, their team is quick to correct and refine the search criteria in such scenarios.
Fetcher is a recruiting automation software that handles top-of-the-funnel hiring tasks such as sourcing candidates, cold outreach, and candidate engagement. Rooted in AI, Fetcher's sourcing tool provides curated profiles with the skills and background you're looking for. Their outreach tools make it possible to create automated and customized email sequences for different candidates and positions. You can even assign reminders to individual conversations to ensure that replies are sent on time. The reporting dashboard helps you track hiring stats and diversity metrics and evaluate the performance of your candidate outreach and engagement efforts.
Fetcher is used by over 500 businesses worldwide, including Andela, Frame.io, Magnite, Foursquare and CarGurus.
The pricing of Fetcher's plans is based on the number of seats your team needs and the number of vetted candidate leads sourced. You can contact their sales team for a custom quote based on your specific hiring requirements.
Best For
Fetcher can be used by small, mid-sized, and large organizations looking to automate their sourcing and candidate outreach processes and increase hiring efficiencies.
Paradox stands out from the crowd because of their stellar implementation team and their flagship product Olivia, an AI assistant that interacts with job candidates via text.
PROS
- Their implementation and customer service is very efficient and accessible. You will not only get a Customer Success Manager to help you with every step during your implementation phase but your issues will also likely be resolved within the same day. Unlike many vendors, you can contact their support team via phone and explain your issue in real-time.
- It’s very time-saving and cuts down on back-and-forth communication between job candidates and recruiters. As Derek B, Head of Recruitment at a large-sized enterprise puts it, “Olivia helped us shave our response time from 7 days to under 24 hours. This time saving ensured that the applicants we chose to interview were the best of the bunch.”
- Olivia, their AI chatbot is programmed to respond to candidates in a way that feels personal, as if a real person is responding. What’s even better is that despite complete automation, you can see all chats and manually override them if need be.
- Their implementation and customer service is very efficient and accessible. You will not only get a Customer Success Manager to help you with every step during your implementation phase but your issues will also likely be resolved within the same day. Unlike many vendors, you can contact their support team via phone and explain your issue in real-time.
- It’s very time-saving and cuts down on back-and-forth communication between job candidates and recruiters. As Derek B, Head of Recruitment at a large-sized enterprise puts it, “Olivia helped us shave our response time from 7 days to under 24 hours. This time saving ensured that the applicants we chose to interview were the best of the bunch.”
- Olivia, their AI chatbot is programmed to respond to candidates in a way that feels personal, as if a real person is responding. What’s even better is that despite complete automation, you can see all chats and manually override them if need be.
CONS
- Although you can get some data and feedback about your company and its processes, analytics is not very robust in Paradox. If you’re looking for advanced features that let you slice and dice your data in various ways, you’ll have to look for other applications.
- Their AI assistant is intelligent and has a human touch but at the end of the day, Olivia is still AI. At times when you want nuanced answers in conversations, you’ll have to manually operate the chat.
- Although you can get some data and feedback about your company and its processes, analytics is not very robust in Paradox. If you’re looking for advanced features that let you slice and dice your data in various ways, you’ll have to look for other applications.
- Their AI assistant is intelligent and has a human touch but at the end of the day, Olivia is still AI. At times when you want nuanced answers in conversations, you’ll have to manually operate the chat.
Paradox automates recruiting using its AI-powered recruiting assistant that converses with job candidates through text messages, thereby saving recruiters from going back-and-forth to find a suitable time, schedule interviews, send reminders, reschedule an interview, and screen candidates. You can automate the recruiting process right from the time an applicant clicks ‘apply’ to your job post, whether that job opening is posted on another job board or your own company’s careers page.
Unilever, McDonald’s, Amazon, 3M, CVS Health, Nestlé, Lowe’s
Pricing is not disclosed upfront. You will have to schedule a demo to get custom pricing based on your company size. After filling out a demo form on their website, their team will reach out to you within one business day to learn about your team’s challenges and schedule a custom-tailored demo.
Best For
Paradox is ideal for large enterprises that deal with a high volume of job candidates on a frequent basis.
Not only does Manatal cover most of the features you’d expect from a budget-friendly ATS, the platform tops that off with AI-powered actions, such as candidate filtering and recommendations.
PROS
- Manatal is quite affordable and offers a 15-day free trial for users to test it out before making commitments.
- Manatal is fairly easy to use. It features drag-and-drop enabled pipelines for candidate organization.
- Manatal’s AI-based recommendations feature can save hiring managers quite a bit of time. It’s able to scan job descriptions then search a users talent pool and bring up candidates most suited for the job.
CONS
- The AI recommendations feature works best with resumes that are in English, and doesn’t work as accurately with other languages according to several users’ feedback. Several users have also complained about Manatal’s interface only being available in English and that career pages cannot be published in languages other than English and Spanish.
- Manatal doesn’t offer a free plan. We mention this as a con as several SMB-geared ATSs do offer a free-forever verison, and that puts Manatal slightly behind competition.
- Manatal doesn’t offer prebuilt integration modules. They do have an open API that allows users to plug in third-party products and custom tools, but that required a bit more time and technical knowledge to accomplish. It’s also worth mentioning that only Custom plan customers can access Manatal’s API and Zapier integration. Customers on the Professional and Enterprise plan cannot.
- Users can search for candidates via Boolean Search or Advanced Search, but cannot combine the two search methods together. E.g users cannot use the Boolean search operators (AND, OR and NOT) within Manatal’s Advanced Search tab.
Manatal’s recruiting software helps HR teams find and hire the right people. Through it, you can create a custom-branded career page, post jobs to multiple job boards, upload candidate profiles and automatically enrich them with data derived from their social media accounts.
The platform features a customizable recruiting pipeline that’s drag-and-drop enabled. It also has an AI-powered recommendations engine that recommends suitable candidates based on your job descriptions, customizable analytics dashboards, a mobile app for on-the-go access, and a LinkedIn chrome extension, allowing you to quickly connect with and save the candidates who fit your job requirements.
Manatal is used in over 100 countries. Their customer list includes Unilever, Cocacola, Panasonic, Ogilvy, and Toyota.
Manatal has two plans with fixed pricing. When Billed annually, they cost as follows:
- Professional: This plan costs $15 per user per month for up to 15 jobs per account and 10,000 candidates. Customers on this plan can add unlimited guests.
- Enterprise: This plan costs $35 per user per month for unlimited jobs per account, as well as unlimited candidates and guests.
Note:
- “Users” refers to the individuals with full unrestricted access to Manatal’s platform and its features such as recruiters and HR professionals who actively use the software.
- “Guests” refers to individuals who are invited to collaborate on the platform through a dedicated portal such as hiring managers and decision-makers. These guests can access the platform free of charge and do not count towards the billable number of users.
Best For
Manatal is used by organizations of all sizes across different industries, but it’s worth noting that the ball-park of their customers are SMEs.
GrabJobs provide a unique combination of Interview Chatbots + ATS + Automation + Career Site for a moderate price. Although used by some enterprises, their recruitment platform is especially good for SMEs hiring for pink and blue-collar staff.
PROS
- GrabJobs users save on average 8 hours per week on recruitment tasks
- Very good for high volume recruitment at high turnover industries
- Pay as you go, which is good for SMEs
- Post jobs to 50 of countries
- GrabJobs users save on average 8 hours per week on recruitment tasks
- Very good for high volume recruitment at high turnover industries
- Pay as you go, which is good for SMEs
- Post jobs to 50+ countries
CONS
- GrabJobs doesn’t have many integrations at the moment, although they are working (as of mid-2022) on syncing the in-built interview calendar with Gmail and Outlook, for instance.
- GrabJobs doesn’t have many integrations at the moment, although they are working (as of mid-2022) on syncing the in-built interview calendar with Gmail and Outlook, for instance.
GrabJobs works as a job board on the candidate’s side, but as a recruitment automation and candidate sourcing tool on the recruiter’s side. You can post a job to up to 50 countries and amplify it to over 20 job boards that’ll show the ad. Candidates that click on it will be redirected to GrabJobs, where they will answer a series of screening questions through a chatbot.
This interview chatbot is their core feature. Once the candidate has answered all questions, the bot will determine which candidates are the best matches based on the parameters you’ve set. This helps you get rid of time-consuming and repetitive tasks like reviewing CVs, scoring applicants, shortlisting applicants, and sending out interview invitations. Recruiters have found that this can save up to 80% of their time.
GrabJobs is used by thousands of SMEs across the globe, but also by some big brands like McDonald’s, Starbucks, Zara, H&M, DHL, and IHG Hotels.
GrabJobs follows a freemium pricing model. It’s free to register, post jobs and receive applicant profiles. You only pay once you want to contact applicants, which you’d need to do in order to unmask contact details.
Now, the pricing varies per country. To give you an idea, a monthly subscription in the US starts at $125/month. If you go for the monthly subscription you can downgrade to the free version at any time.
Best For
GrabJobs caters mostly to small and medium-sized businesses; anywhere from 2 to 200 employees, and mostly in pink and blue-collar industries such as F&B, Retail, Logistics, Hospitality, etc. Their main users are recruiters within such companies with large and frequent hiring needs, who don’t have the time to go through hundreds and hundreds of CVs.
Findem allows you to find candidates using technical and intangible attributes in ways that traditional keyword matching does not.
PROS
- They assign a dedicated customer service manager during the implementation process to get you settled and started. These account managers also help migrate your data onto the system during the onboarding process.
- It is time-saving for businesses that have less time/people to dedicate to recruiting. They provide a service where sourcing experts work together with you to find talent across the globe.
- The software allows you to run outbound recruiting campaigns, giving you a potential talent pool of over 750 million candidates.
- They assign a dedicated customer service manager during the implementation process to get you settled and started. These account managers also help migrate your data onto the system during the onboarding process.
- It is time-saving for businesses that have less time/people to dedicate to recruiting. They provide a service where sourcing experts work together with you to find talent across the globe.
- The software allows you to run outbound recruiting campaigns, giving you a potential talent pool of over 750 million candidates.
CONS
- For the main offering, Findem require a minimum contract time rather than being able to pay for the service monthly. However, they do have a sourcing solution that can start with a 3-month engagement.
- Findem does not typically cover hourly worker roles or jobs where the candidates have none or very little online presence.
- For the main offering, Findem require a minimum contract time rather than being able to pay for the service monthly. However, they do have a sourcing solution that can start with a 3-month engagement.
- Findem does not typically cover hourly worker roles or jobs where the candidates have none or very little online presence.
Findem’s unconventional candidate sourcing makes it possible for you to access a global talent pool of over 750 million prospects. Using artificial intelligence, the system crawls several data sources such as LinkedIn, GitHub, Behance, Stack Overflow, Kaggle, and social media platforms, to consolidate all unique candidate information into profiles that list all their achievements, qualifications, core values, and so on. This makes it possible to quickly source a high volume of candidates using the most precise and stringent of criteria.
RingCentral, Medallia, Intuitive, Adobe, Booster, Armorblox, Plume.
Findem does not publicly disclose their pricing information. You will have to request a demo to see which plan best works for your company size and your operations.
Best For
Findem is a good fit for hiring managers and talent leads in companies with over 500 employees in any industries that are hiring for corporate roles— notably tech, CPG, life sciences. They also have a good track record with North American startups and hyper-growth companies.
HireVue is a pioneer in the video interviewing software space and stands out from its competitors for its AI-powered on-demand interviews that helps recruiters conduct the initial screening of candidates.
PROS
- HireVue is very useful when it comes to screening a large number of job candidates in a short frame of time. Its virtual assistant can do an initial screen of applicants on its own, leave messages for them, and get responses in return. All of this frees up recruiters’ time.
- It has a great on-demand interviewing feature. Recruiters can sit and watch candidates’ interviews as per their convenience. The ability to change the speed of the interview while watching can also help recruiters save time.
- Their implementation team and customer support is extremely responsive or in the words of a Global Talent Attraction Director, “I love the support, tenacity and just constant desire to do the right thing. They take the time to understand our business and I never feel like it is a ‘catch and release’ relationship that is so common in this space”
- HireVue is very useful when it comes to screening a large number of job candidates in a short frame of time. Its virtual assistant can do an initial screen of applicants on its own, leave messages for them, and get responses in return. All of this frees up recruiters’ time.
- It has a great on-demand interviewing feature. Recruiters can sit and watch candidates’ interviews as per their convenience. The ability to change the speed of the interview while watching can also help recruiters save time.
- Their implementation team and customer support is extremely responsive or in the words of a Global Talent Attraction Director, “I love the support, tenacity and just constant desire to do the right thing. They take the time to understand our business and I never feel like it is a ‘catch and release’ relationship that is so common in this space”
CONS
- HireVue is not very affordable compared to its alternatives, especially when you factor in the functionality. Their pricing plans are geared towards companies with at least 2500 employees and even then, you only get a small set of features.
- HireVue does not have a lot of integration partners and the range of software it integrates with is also very limited (mostly ATS).
- Too much automation can at times lead to unwanted candidates. For instance, the asynchronous interview feature can allow candidates to adjust their responses in order to fit the job criteria. However, HireVue wouldn’t screen such candidates out and your company may need human intervention to pick up on visual cues and body language.
- HireVue is not very affordable compared to its alternatives, especially when you factor in the functionality. Their pricing plans are geared towards companies with at least 2500 employees and even then, you only get a small set of features.
- HireVue does not have a lot of integration partners and the range of software it integrates with is also very limited (mostly ATS).
- Too much automation can at times lead to unwanted candidates. For instance, the asynchronous interview feature can allow candidates to adjust their responses in order to fit the job criteria. However, HireVue wouldn’t screen such candidates out and your company may need human intervention to pick up on visual cues and body language.
HireVue uses artificial intelligence across their HR chatbot suite. Their solutions help recruiting teams to source, screen, and schedule candidates which results in time and cost savings. Notably, they also offer end-to-end assistance. This means that they've got support set up for the job seeker and the employee alike.
HireVue has customers in a variety of industries ranging from aviation to retail. Some popular names include Amazon, Unilever, Vodafone, Beacon Health System, SmartLynx Airlines, The Co-operative Bank, and National Safety Apparel.
HireVue has two pricing plans:
- Essentials: This plan starts at $35,000 per month for a company with 2500-7500 employees. It includes live and on-demand interviewing features, custom branding, and single language configuration.
- Enterprise: This plan is suitable for companies with over 7500 employees. Pricing is custom and you would have to request a demo to receive a quote. In addition to all the features of the Essentials plan, this plan comes with scheduling, chatbot, pre-built ATS integrations, analytics, among others.
Best For
Large enterprises who frequently have hiring needs.
With an incredibly wide-reaching search function, Seekout can streamline and accelerate your hiring efforts, even for hard-to-find, industry-specific talent.
PROS
- Sources from tons of external databases; over 780M candidate profiles and growing
- Can find talent also among your existing team.
- Truly tech-powered and search engine-like platform.
- Presents very complete candidate profiles, sometimes going through their code contributions, participation in conferences, academic papers, and more, in order to present top experts for certain skills or topics.
- Sources from tons of external databases; over 780M candidate profiles and growing
- Can find talent also among your existing team.
- Truly tech-powered and search engine-like platform.
- Presents very complete candidate profiles, sometimes going through their code contributions, participation in conferences, academic papers, and more, in order to present top experts for certain skills or topics.
CONS
- While they're always expanding their candidate list, they have been mainly oriented towards the US and Canada for years. Hence, companies outside those geographies might find that their searches are still somewhat limited when it comes to local talent. Such is the case of some users writing from Europe, for instance.
- Several users have complained about lags or glitches between the candidate’s info from the source and how/when it appears within the platform.
- While they're always expanding their candidate list, they have been mainly oriented towards the US and Canada for years. Hence, companies outside those geographies might find that their searches are still somewhat limited when it comes to local talent. Such is the case of some users writing from Europe, for instance.
- Several users have complained about lags or glitches between the candidate’s info from the source and how/when it appears within the platform.
Seekout helps organizations search for talent the way they want, leveraging the latest in AI and open web data to give — in the words of one customer — “more search capability than LinkedIn.”
Whether you use PowerFilters, build customized Boolean searches, or use the AI Robot, Seekout can search over 500 million detailed and up-to-date candidate profiles, sorting them based on education, experience, skills, and more. Plus, with their free Chrome extension, you can bring the power of Seekout wherever you search for talent to source, organize, enrich, and export candidate profiles.
SeekOut is used by enterprise customers such as VMware, Salesforce, Merck, UiPath, and Anaplan.
Seekout has a few different plans:
- Premium: Access to 441M+ candidates, diversity sourcing and hiring tools, people insights, contact info for 500 candidates per month and exporting of 5,000 profiles per month.
- Premium Tech: All of Premium, plus specific tools for sourcing tech talent. These include Coder Score rankings, GitHub search tool, direct access to candidate's code, and tailored insights.
- SeekOut Expert: Designed specifically for Engineering and Life Sciences hiring.
The actual pricing of SeekOut’s plans and services isn’t disclosed on their website. You would have to contact their sales team for a custom price quote.
Seekout also provides a free Chrome extension for sourcing, SeekOut Sourcing Assistant. It’s free to use but with a limit of getting verified social links and emails for 10 candidates per month.
Best For
Seekout has segmented pricing plans for different industries. While there is a general plan for most businesses, Tech, Engineering, and Life Sciences hiring managers get the most functionality from Seekout. The tool can be used by companies with large in-house recruiting teams as well as small agencies looking for a user-friendly tool to reach a diverse pool of talent.
Loxo leverages AI to expedite how you source, screen, and shortlist candidates. Whether you’re using Loxo’s database of 1.2 billion profiles or your own talent pool, it can analyze your job requirements and deliver a ranked list of best matches in seconds.
PROS
- Has a massive database of candidates.
- Uses AI to find, screen, and rank best-matching candidates out of its database.
- Has a free plan with no limit on user seats or jobs.
- Comprehensive platform with ATS and CRM capabilities built-in.
- Outstanding customer support, according to users. It is very easy to get a hold of their support team for help when needed.
- The ability to schedule multi-medium campaigns with specific timed sequences of when the next phase (email vs. text vs. voice, etc.) will be released; and then have it automatically stop when the contact responds.
CONS
- The learning curve is fairly high due to the product’s sophistication and AI features.
- Lack of integration with third-party VOIPs to record calls/texts not performed directly through the Loxo platform.
- Some of the sourcing information is outdated, and the only contact information is work emails.
- Boolean search is too complex, and internal searches miss or skip some candidates.
- The mobile app isn’t very user-friendly and mainly helps with outreach.
- Bulk emailing is slow at times, according to a few users.
Loxo’s AI-powered product suite reduces work for recruiters by 80%, guiding them to the best-fitting candidates without all the manual work. It all begins with Loxo’s proprietary talent database, housing over 1.2 billion (yes, billion with a B) candidate profiles. Its machine learning algorithms can analyze your job description, then search for, screen, and rank candidates for you according to suitability and without human bias.
This is just what one module of Loxo’s platform can do for you. On top of their powerful sourcing engine, you can benefit from their ATS, recruiting CRM, candidate outreach, and communication tools without needing to use different products.
Loxo is used by over 13,000 recruiting organizations, including Amazon, Randstad, Cigna, Lancor, Bank of America, and Maxar.
Loxo is offered over three plans:
- Free: The Free plan comes with an ATS, recruiting CRM, and a Chrome extension, and allows for an unlimited number of seats and jobs. Addons aren’t included and are purchased separately.
- Professional: For $299 per seat per month (billed annually), the Professional plan comes with everything in the free plan, topping it off with advanced sourcing tools, customized workflows, built-in communication tools (email, SMS, & calling), guided onboarding, priority customer support, and more.
- Enterprise: Designed for larger companies, this plan comes with everything in Professional, plus AI internal mobility sourcing, e-signature integration, SSO, SOC 2 Type II reporting, audit logs, different deployment options, and a private database instance. Contact Loxo’s Sales team for a price quote.
Best For
Executive search companies, staffing agencies, and growing companies with high-volume hiring needs.
Gem gathers data from tools that recruitment teams use on a day-to-day basis, such as LinkedIn InMail, ATS, and email, and combines it into a single talent management hub that automates candidate sourcing and engagement while providing detailed insights to support and optimize your recruiting strategy.
PROS
- Gem helps you discover qualified candidates across multiple channels, send personalized messages, visualize your recruitment pipeline, and stay on top of crucial hiring metrics
- Gem's integration with LinkedIn and various ATS means that all candidate data is stored in a centralized location. Users find this feature extremely useful.
- According to users, one of Gem's finest features is the ability to create automated drip campaigns to engage with both active and passive candidates
- Gem helps you discover qualified candidates across multiple channels, send personalized messages, visualize your recruitment pipeline, and stay on top of crucial hiring metrics
- Gem's integration with LinkedIn and various ATS means that all candidate data is stored in a centralized location. Users find this feature extremely useful.
- According to users, one of Gem's finest features is the ability to create automated drip campaigns to engage with both active and passive candidates
CONS
- Some users have experienced slow load times and lags while using the application
- In rare cases, the contact information, such as the email address or phone number of a sourced candidate, might be wrong
- While Gem currently integrates with LinkedIn, it does not provide the option to automate messages via LinkedIn InMail
- Some users have experienced slow load times and lags while using the application
- In rare cases, the contact information, such as the email address or phone number of a sourced candidate, might be wrong
- While Gem currently integrates with LinkedIn, it does not provide the option to automate messages via LinkedIn InMail
Gem is primarily a talent engagement platform with features to support talent sourcing, candidate outreach, and recruitment pipeline management. Once you've built out a database of candidates, you can nurture them using automated email sequences, ensuring high candidate engagement. You can also automate day-to-day tasks like reminders and follow-ups. The best part about Gem is that it integrates with a range of ATS, LinkedIn and email.
Coinbase, Slack, Asana, Dropbox, Lyft, Indeed, Pinterest, and Doordash
The cost of Gem's services is based on the size of your recruitment team, the number of hires, and other factors like custom ATS integrations. You can reach out to their sales team for a quote.
Best For
Gem is best suited for large enterprises and staffing agencies that need to hire more employees in a short time period.
Workstream is a great choice for companies recruiting for high volume roles, especially for retailers and restaurants. Their tech includes cool features like text-to-apply posters, apply via SMS, and interesting analytics.
PROS
- Great support team. Workstream provides a dedicated onboarding specialist to get you started and settled with the software
- Integrations with over 25,000 job boards
- Prospective candidates can apply for jobs and schedule interviews via sms.
- Great support team. Workstream provides a dedicated onboarding specialist to get you started and settled with the software
- Integrations with over 25,000 job boards
- Prospective candidates can apply for jobs and schedule interviews via sms.
CONS
- Integration with HRIS and payroll come as an add-on you have to pay for.
- A few users reported experiencing performance issues when functions like search and scheduling.
- Integration with HRIS and payroll come as an add-on you have to pay for.
- A few users reported experiencing performance issues when functions like search and scheduling.
Workstream helps businesses recruit for high volume roles such as retail and restaurants through a text-based interface that automates the process of sourcing, screening, scheduling, and onboarding new employees. Their easy-to-use platform means you can recruit the people you need faster, and spend less time posting to job boards, collecting applications, interviewing candidates, and managing paperwork.
McDonalds, IHOP, Taco Bell, Subway, Popeyes, 7 Eleven, Dunkin’, Chick-fil-A
Workstream offers two flexible plans with the option to pay for additional features. The actual cost of the plans are not listed, you will have to contact their sales team to see what works for you. The two plans are:
- Workstream Basic: This plan includes basic recruiting features such as text to apply, QR code generator, branded careers page, and so on.
- Workstream Plus: This plan offers everything in the Basic plan plus additional onboarding features such as W-4, I-9 and Form 8850 collection, onboarding training and quizzes, eSignature, and new hire offer letter template.
Best For
Workstream is best for businesses that have high volume recruiting needs for roles such in retail and restaurants.
Common Use Cases for Recruiting Automation Software
As the name implies, Recruiting Automation Software attempts to automate as many parts of the recruiting process as possible, leveraging AI to streamline everything from candidate sourcing to resume screening, scheduling interviews, background checks, and more. In addition, many solutions integrate with applicant tracking systems, candidate relationship management systems, and other software to build upon your existing HR technology stack Here are just a few of the ways this type of recruiting software can help your organization:
- Reduced time to hire: Not only is hiring an expensive process to begin with — from job fairs and paid job boards to possibly hiring external recruitment — but the potential lost profitability and productivity from an unfilled role adds up a little more every day. By automating select steps of your hiring process such as pre-screening, nurturing, and interviews, you can significantly lower your overall time to hire as well as provide a streamlined candidate experience.
- Enhanced candidate experience: As touched upon above, automation solutions not only support recruiters, but candidates as well. With faster response times, more visibility into their application progress, and tech-supported onboarding, automation can be a win-win for both sides of hiring when properly executed.
- Increased productivity: Contrary to popular belief, AI and automation are not meant to do away with recruiters, but rather enable them to work faster with high volumes and more efficiently to make better decisions. By automating previously manual tasks like resume screening and interview scheduling, recruiters can focus their energy on connecting with potential candidates on a personal level, and evaluate them more comprehensively.
- Improved diversity: Only 20% of companies are leveraging recruiting automation to support their diversity initiatives. Yet 61% of Talent Acquisition professionals believe recruiting automation can help reduce unconscious bias. In addition to reducing bias, the right recruiting automation software allows you to specifically build talent pools for female, Black, Hispanic, or veteran candidates.
- Better quality hires: By filtering for characteristics predictive of role success and improving overall efficiency, automation allows recruiters to build more consistent processes and hiring decisions, mapping success rates over time.
Most Common Pitfalls Of Recruiting Automation Software
The right recruitment automation tools can foster seamless application processes, save recruiters valuable time, and ultimately boost your bottom line as an organization. But even with the many advancements in AI, machine learning, and big data, there are many pitfalls that can prevent an automation tool from doing its job. Let’s take a look at a few of them:
- Lack of Accuracy/Reliability: Many automation tools can be confused by non-standard formatting, such as unusual bullet points, fonts, or other style/design choices. A lack of quality parsing can result in qualified candidates being passed over unintentionally.
- Bias for Formulaic Work Experience: Sometimes, a candidate with atypical work experience can be a much better fit for a position than more predictably qualified applicants who have held similar roles prior. But without a human recruiter to screen candidates personally, such applicants are much less likely to make it through the tool’s screening process and get to the next step in the process. This can reduce the size of your talent pool and eliminate some of your most interesting, diverse candidates.
- Keyword Dependence: Applicants who understand how automated resume screening works can manipulate the system by including keywords that will make them appear to be a good fit for the position. At the same time, qualified applicants can be excluded from consideration due to not including the right keywords, or perhaps due to poorly set keywords within the search.
- Missing “Human” Factor: If an organization automates too much of the recruitment process, they can come off as inhuman/disconnected from potential candidates, and risk turning off top talent from the organization entirely.
Benefits and ROI of Recruiting Automation Software
71% of today’s recruiters say they need intelligent tools to process data for them. And, they’re not wrong. According to a CareerBuilder survey, HR managers lose an average of 14 hours a week on tasks that could be automated. More than a quarter of them waste half of the work week (20 hours) or more on manual tasks.
With such stark numbers in hand, it makes a great deal of sense to invest in a Recruiting Automation solution, if only to reduce the time spent on manual processes alone. In fact, 67% of HR professionals voted “saving time” as one of the biggest benefits of using AI for hiring and recruiting. But in addition to the time saved, 43% voted the removal of human bias as a huge advantage, and 31% for its ability to deliver the best candidate match. Last and not least, almost a third of HR professionals viewed it as crucial to save money.
But Recruiting Automation Software doesn’t just benefit hiring organizations. By providing a level of insight and transparency into the recruiting process, these solutions also put potential candidates at ease. 80 percent of job seekers said they wouldn’t consider job openings at a company that failed to notify them of their application status, but would be 3.5x more likely to re-apply if they were notified. Keeping candidates in the loop about their status can have a ripple effect for future applications, and set the tone for a better employee experience in general.
Pricing
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.
Features of Recruiting Automation Software
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.
Recruiting Automation Demo Questions
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-optimized 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.
Implementation of Your Recruitment Automation Software
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.
Recruiting Automation Software FAQs
What is recruitment automation software?
Recruitment automation software is a solution that uses AI and machine learning to streamline talent acquisition efforts.
How is AI used in recruitment?
AI is used to complete monotonous, time-consuming tasks to free up human workers to focus on other tasks. In recruiting specifically, AI is used to search for candidates, screen resumes, automate job posting, and assess candidates.
What types of recruiting automation software are there?
There are many different types of recruiting automation software that cover the entire recruiting workflow. It includes candidate relationship management systems, candidate sourcing tools, interview scheduling software, onboarding tools, and more.
What are some benefits of using recruitment automation software?
Some key benefits of using recruitment automation software are as follows:
- Seamless application processes
- Improved diversity
- Better quality hires
- Increased productivity
- Enhanced candidate experience
- Reduced time-to-hire
What are the features of recruiting automation software?
Recruiting automation can feature any or all of the following:
- AI-powered candidate search
- AI-powered resume screening
- Automated job posting
- Pre-employment candidate assessment
- Advanced talent analytics
Last Words
The best recruiting automation software solutions have the potential to make recruiting a more efficient, effective, and enjoyable process for both candidates and recruiters. By leveraging AI and automation to perform repetitive, menial tasks like screening CVs, recruiters are empowered to focus on the candidates as people. A great RAS allows recruiters to devote more time to developing impactful job marketing campaigns, having better conversations with hiring managers to cultivate a better understanding of their unique needs, and zeroing in on the best candidates for more engaging, thoughtful interviews.
When you add in higher conversion rates, smoother onboarding processes, and enhanced overall talent retention due to better candidate engagement, recruiting automation software is a worthy investment for any organization. Take a look at our vetted list of providers above, and ask for a demo today.
More Recruitment Related Articles
- How to Build an Effective Recruiting Strategy with Tech: Advice from an Expert
- What Is Recruitment Operations?
- How to Digitize Your Recruiting Agency, an Interview with Benjamin Lalanne
- Look Inwards: How to Build an Effective Internal Recruiting Strategy
- The Power of Landing Pages for Recruiting
- Using Talent Sourcing Platforms to Save Recruiter Time
Looking for HR Tech Advice?
Join our community
Ask questions, share knowledge, find new job opportunities, network and more in our closed HR Tech Buyers Community
About Us
- Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
- Our site is free to use as some vendors will pay us for web traffic.
- SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.
