5 Best Recruitment Automation Tools Compared

By: on February 13, 2020

As an HR professional or a recruitment manager, you are responsible for not only hiring the right talent but also upholding your brand, creating a favorable candidate experience, and building a diverse, rich talent pool.

Executing all these responsibilities manually can make the hiring process time-consuming and error-prone. Recruitment automation tools can help simplify this process by automating several critical steps such as posting job openings and evaluating candidates.

In this article, we have compared the five best recruitment tools (listed alphabetically) to help you pick a recruiting solution that is right for your business. Read more about our selection methodology here.

ClearCompany HRM

4.31 out of 5 stars
200+ reviews

ClearCompany helps recruiters create and post job openings across multiple channels such as job portals and social media platforms. In addition to managing and scheduling interviews, referrals, and background checks, the software supports multiple languages for candidate applications.

The software also helps generate scorecards for candidates to track feedback on applications. These scorecards can be customized based on the department, role, and round of interview.

Hiring dashboard in ClearCompany HRM

Hiring dashboard in ClearCompany HRM (Source)

Who uses ClearCompany the most: 50% of ClearCompany users comprise midsize businesses, with small and large businesses making up 36% and 14%, respectively. A majority of these users belong to the healthcare industry.

Distinguishing capability: Discounted job-board postings

The vendor partners with a range of job-boards and offers discounts on sponsored ads. Users can purchase these discounted sponsorships by simply adding these to the cart and checking out. The pricing can be based on pay-per-click or pay-per-post.

JazzHR

4.3 out of 5 stars
50+ reviews

JazzHR helps manage, track, and rank applications for job postings. Once candidates are finalized, users can create customizable offer letters and save approved templates to re-use them. The tool can auto-populate repetitive information such as salary, joining date, and job title on these templates.

Further, it supports e-signatures for faster onboarding and can store documents for compliance checks and version tracking.

Jobs dashboard in JazzHR

Jobs dashboard in JazzHR (Source)

Who uses JazzHR the most: Small businesses make up 74% of JazzHR users while midsize and large businesses represent 19% and 7% of users, respectively. A majority of these users belong to the HR and information technology and services industries.

Distinguishing capability: Collaborative hiring

The solution helps teams collaborate over hiring candidates. Features such as calendar sync, @ mentions, and centralized feedback dashboards allow the hiring team to collaborate and stay on the same page. It even offers the flexibility to select hiring team members.

Paycor

4.38 out of 5 stars
150+ reviews

Paycor’s features comprise support for branded career websites, customizable job applications, résumé searches, interview scorecards, candidate texting, and tracking metrics such as time-to-hire and lead scores. It can process applications in two languages—English and Spanish.

Further, it ensures regulatory compliance by automatically storing reasons for rejection and hire.

Interview manager in Paycor

Interview manager in Paycor (Source)

Who uses Paycor the most: 77% of Paycor’s users are small businesses while midsize and large businesses make up 17% and 6% of users, respectively. A clear majority of Paycor’s users are nonprofit organizations.

Distinguishing capability: Hiring insights

Paycor helps obtain insights into the hiring process. Its centralized dashboard allows tracking metrics such as candidate inflow and outflow, jobs-on-hold, number of passive candidates, job referrals, distribution of candidates, and average candidate-pursue days.

RUN Powered by ADP

4.5 out of 5 stars
630+ reviews

RUN allows users to seek assistance from ADP’s recruitment experts for every type of candidate: contractors, part-time, or full-time. The tool also helps recruiters gather market insights and analyze compensation data in real time to make competitive offers.

Recruiters can ensure regulatory compliance specific to their local jurisdiction and conduct a variety of screenings, such as medical, criminal, and past employment, via built-in background checks.

Job description wizard in RUN powered by ADP

Job description wizard in RUN Powered by ADP (Source)

Who uses RUN the most: 84% of RUN users belong to small businesses while midsize and large businesses represent 13% and 3% of the user base, respectively. Accounting and construction industries make up the majority of these users.

Distinguishing capability: Competitive offers using DataCloud

ADP’s DataCloud helps users roll out competitive offers by accessing real-time compensation data. The tool provides aggregated and anonymized compensation data from organizations across the U.S. based on industry, revenue, state, and organization size. The insights include details such as base salary, overtime, compensation, and bonus.

Workable

4.36 out of 5 stars
350+ reviews

Workable helps automate the recruitment cycle with features such as artificial intelligence (AI)-driven candidate recommendations and built-in candidate assessment.

It allows users to customize the recruitment process to suit their unique workflow requirements.

The tool also helps create extensive reports to highlight insights such as hiring rate, time-to-hire, and candidates in the pipeline.

Candidate sources representation in Workable

Candidate sources representation in Workable (Source)

Who uses Workable the most: Small businesses make up 69% of Workable’s users, with midsize and large businesses making up the rest 26% and 5%, respectively. A majority of Workable’s users belong to the computer software industry.

Distinguishing capability: Passive candidate sourcing via AI

Workable uses AI to identify the top passive candidates (candidates not actively seeking a job) and displays job ads on the social media channels they actively use. The AI-driven recommendation engine identifies potential candidates based on the skills required for specific job openings.

Next steps on your search for the right software

To narrow down your search you can follow these steps:

  1. Check for customizations: Despite the overall hiring process being generic in nature, the underlying workflows may vary by the organization or department. Speak to vendors to present your customizations requirements in a recruitment software tool. You may need to customize the software to meet the compliance requirements of your state or to integrate with the payroll department’s software.
  2. Read reviews: After familiarizing with the key features of the software, try to read user reviews for the software to gather first-hand experience and learn about its pros and cons. To get unbiased views, it’s better to refer to third-party websites such as ours. You can also talk to industry peers that you know use/have used the software you are planning to purchase.
  3. Explore other related tools: If you feel that your needs are not adequately satisfied by recruitment software solutions, explore other tools that are geared at more specific functions. Some of the options you can look out for are applicant tracking software, onboarding software, and background check software.
  4. Get expert advice: If you need personalized help with selecting the right software, you can reach out to Software Advice experts for a no-obligation, free consultation. We have helped numerous businesses avoid costly mistakes and pick a software that is best for them.

Additional resources

Here are some additional resources that may be useful if you wish to explore or learn more about recruitment automation tools or their related categories:


Selection methodology:

The products have been selected from Software Advice’s Recruiting Software category as of Dec. 30, 2019 and they meet the following criteria:

  • They had to have a high overall rating (an average of 4 out of 5) on Software Advice.
  • Products needed a minimum of 20 user reviews on Software advice (published in the last two years).
  • Products had to offer core recruiting software functionalities (candidate management, interview management, résumé parsing, résumé search, assessments, and self-service portal).

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