Recruiting software and services at a glance

What recruiting solutions do

Unlike an applicant tracking system, these products rarely cover the whole process. They address specific steps: online assessments and psychometric tests, live or on-demand video interviews, automated interview scheduling, chatbots and applications via messenger, multiposting of job adverts, or employee referral programmes.

Services are part of the category too, including recruitment consultancies, specialised placement firms and platforms for freelancers or short-term assignments. Common triggers are high application volumes, hard-to-fill roles or the wish to make selection decisions more comparable.

What to look for in recruiting solutions

Because the offerings differ so widely, the first question is which step of the process should improve. After that, these criteria help:

• Purpose: pre-screening, assessment, interviewing, reach or placement – and for which target groups, from apprentices to experienced specialists.
• Connectivity: integration with the existing ATS so that results do not end up in a second system.
• Methodology: transparent, scientifically grounded procedures; where AI is used, clarity about criteria and a human making the final decision.
• Data protection: GDPR-compliant handling of applicant data, hosting location and, in Germany, involvement of the works council.
• Pricing: licence, fee per assessment or interview, or a success-based fee for services.

Recruiting, ATS or Sourcing?

The ATS manages the application process as a whole; recruiting solutions plug into it. Sourcing starts earlier and means actively searching for and approaching talent. Talent Acquisition & Employer Branding covers the employer brand, careers pages and recruitment marketing, while Jobboard stands for reach through job portals.