Examining Differences Between HR And Recruitment Agency Software

Recruitment agency software aims at being accountable for every facet of a candidate’s experience and personality when matching him or her to roles.
Recruitment agency software might be required to have a more intensive approach than HR software simply because a recruitment agency deals with so many more candidates for so many different roles. As such, the fundamental design of the one might be skewed towards social media functionality (in the case of HR software) or it might be more broadly based on data entry and database scanning.

In reality, of course, there is a deal of overlap both between the two program types alluded to above (the social media and the “traditional” database) and between the HR department and the whole recruitment agency.

A HR department is, in essence, a small agency or a recruitment agency is a massive HR department. Both are responsible not only for locating the right talent for the roles their clients have open but also for ensuring that every candidate or worker on their books is happy in his or her role and is being treated properly by his or her employer.

Recruitment bureau software and HR software tend, in actuality, to be based on the same platforms and to perform effectively the same roles. A full recruitment agency package might be bigger, more of an enterprise class version of the same thing but the two share DNA because they share a good deal of purpose.

The basic reason for the existence of both recruitment companies and HR departments is the acquisition of talent and the shepherding of that talent into the right roles within the client company. The actual process by which the talent is both acquired and shepherded might vary in tone but it’s again quite genetically similar when you strip away appearances.

To find talent, you have to know where to look or you have to make the talent come to you. Both of these operations are partly facilitated by recruitment agency software, which might be connected to wider recruitment databases, allowing it to pull in candidates from the social media as well as from direct contact with the hopeful jobseekers. In terms of executive recruitment, this is almost certainly the case. At higher levels, recruitment happens when a company details its recruitment partner to go and get it the best; and of course, the best is likely to be in a role somewhere else already.

In terms of shepherding talent to the right role within the client company, employment agency software might be able to supply novel interpretations of CV and personal data to pull out surprising matches for specific roles. In a well-run recruitment agency, each candidate’s file will be more than a repository of simple data, it is used to construct potential career pathways that seem most suited to the known, recorded achievements, experience and interests of the person in question.

The social media has a part to play here too. Where a person connects with other people of influence in apparently unconnected circles, he or she might have elements in his or her profile that make his or her talent transferable. Recruitment agency software aims at being accountable for this as well.

Summary : Recruitment agency software aims at being accountable for every facet of a candidate’s experience and personality when matching him or her to roles.

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