What You Need in a Modern Recruitment Platform in 2022

Meredith Wholley
4 min readJul 27, 2022


This post on what you should look for in a modern recruitment platform was originally published in October 2018. It was updated in January 2022 with new information about hiring platforms.

Recruiting software is popular among talent acquisition teams. 75% of hiring professionals use either applicant tracking or recruiting software to improve their hiring process. But, implementing a new system or transitioning to another tool can be a big undertaking. So, some leaders hesitate to choose a platform or deal with clunky, outdated programs.

However, without software, your potential to hire top talent and grow your employer brand could be suffering. Take a look at the features you should expect in modern recruitment software. While you read, consider what your current recruiting process could be missing.

Automated, Organized Applicant Tracking

First and foremost, recruitment software should help recruiters and hiring managers efficiently organize applicant information and data. Consider the frequency of your hiring initiatives and the problems that your HR team needs to solve. For example, video interviewing and multilingual applications might be very important to a global organization. Job board management and scheduling are critical to another.

Look past the basic applicant tracking system (ATS) features. Truly modern recruitment platforms benefit all angles of hiring. Today, candidates expect mobile functionality and a smooth candidate experience. They want communication on the status of their application, positive or negative.

And that’s just the candidate-facing features. Internally, modern recruitment platforms can provide tons of tools for hiring teams. These include interviewing guides, customized scorecards for interview feedback communications, hiring analytics, and pre-hire assessments.

In addition to organizing active job-seeking applicants, your system should have a solution for building a talent pipeline that includes passive talent pools. Once passive candidates are engaged, your system should support a personalized recruiting approach.

Expert Software Support

One report found that only 28% of small- to medium-sized businesses are working toward a digital future. But, half of the surveyed businesses said the learning curve was holding them back.

Did you know? 90% of executives believe their company pays attention to people’s needs when introducing new technology. Only 53% of employees agree.

It can be a lot of work to move all of the hiring and recruiting data one organization holds. That’s why client support and dedicated account managers are so critical. Plus, an account manager can help your team succeed beyond implementation by explaining new features and walking you through updates.

The best customer support focuses on success. Your account representatives should take the time to understand your company goals and challenges. Then, they can provide advice on how to use the platform to meet goals and overcome challenges.

This can be hard to assess when searching for new modern recruitment software. Thankfully, there are a ton of great online review sites featuring honest reviews from actual customers. You can also explore the company’s awards and newsroom pages to see the accolades they’ve received.

Adaptable Product Suite

Some recruitment software options are part of a talent management suite that does it all, from hiring to onboarding to performance management. Some software is specialized and focuses on a specific element of hiring (sourcing, video interviewing, or SMS text recruiting, for example).

Total talent management suites with a range of tools are the most adaptable option for a growing organization. Recruitment platforms that can easily plug into larger talent management systems will adapt easier than those that offer only one product.

“All of the tools that companies have bought over the years in HR tech for time and expense management, payroll, learning management or recruiting: They are now being reconceived as systems of productivity and experience and systems that employees can use in the flow of work.”

- Josh Bersin, HR Expert And Industry Analyst, To HRE

Informative Analytics

HR analytics has quickly become a necessary piece of recruitment strategy. In fact, the role of HR technology has led to even better outcomes than employers expected, according to Stacey Harris, chief research officer and managing partner at Sapient Insights Research Group.

In 2021, “there was a large increase in organizations that told us their HR tech was being used to inform their enterprise workforce decision-making or their business strategy,” said Harris.

This is another area where an expert account manager is highly beneficial since the recruitment platform’s analytics is only as useful as the team’s understanding of them. An internal partner can help build understanding around what metrics are important to your goals and how to access and leverage them.

Take time to understand your company’s goals and determine which features are necessary to have in the software you choose. Then, do your research in understanding what sets each modern recruitment platform apart.

ClearCompany, for example, offers an award-winning, stand-alone Recruiting System. It can also be supported by an entire Talent Management Platform. This approach means we can support our clients regardless of their growth stage.

This article was originally published on the ClearCompany blog by Meredith Wholley.



Meredith Wholley

As a Digital Marketing and Events Manager for ClearCompany, Meredith coordinates best-practice content and brand-awareness events with HR practitioners.