Candidate relationship management (CRM) is essential for assisting a business’s recruiting and staffing needs. This recruitment CRM software allows you to manage your talent pool and increase your hiring efficiency. It also helps you roll out offer letters and track them.

You can use this software to track candidate progress, schedule interviews, and onboard them. You can also use it to schedule online tests. Furthermore, candidates and employers can visualize the recruitment pipeline and keep track of the job application status. As per this report, the applications tracking system market is expected to reach $2.2 billion by 2027. This software helps you manage your talent pool and increase your hiring efficiency. You can also source the candidates directly from job portals, recruitment websites, and IT staff augmentation services.

Tips for choosing a recruitment CRM software

1. Focus on your problem statement

First, you need to check your existing recruitment processes and determine your exact problem statement. You should ask yourself what are the issues you’re trying to solve through a recruitment CRM. Sometimes, issues in the hiring processes can be solved by using dedicated IT staff augmentation services.

2. Select the right feature set

Once you figure out your problem statement, you need to check if CRM can solve it. For example, if you have issues tracking candidate test scores, the recruitment CRM should have scoring and assessment management options. In addition, multiple stakeholders (HR department, upper management, team lead, project manager, etc.) should be able to access the CRM and track the candidate’s progress.

The CRM should also have options for handling candidate background information and verification. Some CRM also has advanced options such as portal parsing and AI-driven suggestions.

3. Perform a cost analysis

Depending on your hiring requirements, you need to figure out an optimal licensing option. For example, if you don’t hire frequently, you can use a monthly subscription. But if your hiring needs are extensive, you should choose an annual license.

Hosting options for CRMs also differ according to the costs involved. A conventional hosting setup requires extensive infrastructure such as servers, recovery panels, hard disks, etc. Cloud-

based hosting doesn’t require any infrastructure, and the software can be accessed over the internet. That’s why it’s cheaper than a conventional setup. Analyzing these factors is key to making an informed decision.

4. Easy integration

Before deciding on any recruitment CRM software, you should check if that system can be easily integrated with your current infrastructure. For example, it should connect to different tools such as video conferencing platforms, email systems, and HR portals. It should also be able to link with networking sites such as LinkedIn and Indeed.

The CRM itself should be easy to use. It should have a consistent UI design and engaging dashboards for easy administration.

The CRM should also be easy to learn. Your team should be able to quickly understand the product and use it effectively. To assess if the software is easy to use, you can ask for a demo account from the vendor.

5. Robust security features

The hiring department handles critical information such as employee background details, offer letters, vendor invoices, bank account details, etc. The CRM used by the department should have good security measures to prevent a data breach. It should also be protected against cyber attacks such as DDoS and XSS. It should have after-sales support, too, to ensure that cyber threats are quickly dealt with.


A recruitment CRM should be easy to integrate, cost-effective, and highly secure. It should have advanced features for candidate scoring, assessment access, and job portal integration. It should also have options for billing and invoicing vendors.

A good recruitment CRM allows you to vet leads quickly and identify the best resource available for a job. Therefore, adopting a good CRM is highly beneficial for an organization’s recruitment strategy.

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