1) Price: This is always a consideration when a company or organization makes a purchase. However it is not always in the best interest of the organization to go with the lowest price. E-recruitment software is an investment and the return on investment may be much higher with a premium software package. Alternatively a low cost solution may not fulfill your organization’s requirements and any price paid will not be worth it.
2) Support: Analyze the level of support your organization will receive from the seller. Do they have a support team that you can easily get in touch with? Do they have dedicated individuals on the support team that will be able to follow up with you for ongoing issues? What is the cost of getting support for your software? Is support built into the contract?
3) Expertise: It is important to purchase your product from a company that has a solid and well established reputation in the software industry. Recruitment software is a sizable investment and your company should do their due diligence when selecting a vendor. Getting references from a potential seller is something that should always be done. Ask the references questions not just about the software but about the implementation and support process to get a full picture of your potential business partner.
4) Features: E-recruitment software comes with a variety of features and each software solution can be vastly different from the next. For example some newer recruitment software solutions have the ability to leverage social media to hire candidates, while others can parse different portions of candidate’s resumes and provide a more holistic view of the candidate’s total experience. Therefore when considering a recruitment software solution you should have detailed demons done and ask as many questions as you can think of so you know exactly what you are investing in.
