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Pricing Guide - Recruitment Software:
Human Resources Software Products Price Range
HRIS comes with different prices, which are usually determined by either number of employees or the number of users. Either way, HR Tools pricing ranges from $5–$15 and $16–$25 per employee per month; for most providers, these prices are also set based on the robustness of the chosen package feature-wise, and they may not include fees for setup or training.
However, HR software that are priced based on the number of users may have slightly higher prices because, unlike ones with per employee prices, they do not require an organization to pay for every employee but, instead, employees that are actively using the tools. For example, Conrep is priced at around $30 per user per month, while HRnest costs around $20 per employee per month. Another instance is HRnest, which costs $1 per employee, provided its paid in bulk for 35 employees each, and 2 feature plugins, which cost $40 and $60 respectively, must be paid for alongside.
In addition, HRIS pricings are adjusted by most vendors, depending on the business size.
- Small Businesses can expect around $5 for a single employee or nothing at all, as some software makes their basic HR features free for small workforces. Some examples are PeopleBookHR, Snappi, and IceHRM. At the same time, premium HR providers like VAIRKKO Suite costs $1 monthly per employee, Optimity pricing is around $5 monthly per user, and Attendee HRM costs $28 per year to manage 28 employees.
- Medium Businesses that need more robust HRIS features can expect to pay between $5–$15 per employee. For instance, ICMIS Recruit costs around $6,000 per year to manage between 51–100 employees, Info:HR charges a one-time fee of $2800, and FingerCheck pricing is priced at $200 monthly for 50 employees.
- Large Businesses can expect to pay less on a per-employee basis because the logic is the more the employee, the lesser the fee. However, the number of features and onboarding costs may cost more. For instance, FingerCheck costs $1,600 monthly for 500 employees and Britix24 $199 per month.
HRIS best of breeds and their price ranges are as follows:
- Applicant Tracking Tools
While some applicant tracking apps are priced per job posting, businesses can, however, expect to pay between $19–$28, $28–$49, and $49 upwards per user, per month. For instance, Yahoo Indeed costs around $150 per month, Monster TMS costs $5,000 per year while Manatal pricing is charged at $15 per user per month.
- Performance Appraisal Software
Like most applicant tracking solutions, performance appraisal pricing is based on a "per user, per month" basis. So, business enterprises can expect to pay between $1 to $4, $4 to $10, and $10 upwards. Note that the package type is also a determining factor for performance appraisal tool pricing, as some packages have more features than others. The pricing of some performance appraisal appls like Performly Talent starts from $2 monthly per user, Small Improvements from $5 per user per year, and AssessTEAM costs $1 monthly per user.
- Onboarding Software
Onboarding Tools are also priced on a "per user, per month" basis. Users can expect to pay between $1 and $12 upwards. However, these prices are mostly for entry-level prices found on vendor website; more robust packages may be slightly higher, depending on the number of users. For example, Boardon costs $50 per month for a bunch of active users, EmployeeConnect $6 monthly per user, and WISP pricing falls around $50 depending on company size.
- 360 Degree Feedback
360 Degree feedback products mostly have per month pricings. In this case, companies can expect to pay between $1 and $149 and above. Again, these prices depend on the number of features the vendor is offering. Examples are Click-360 costs between $7-$55 per report, SurveyLab $29 per month, and Bloomin costs $4 monthly per user.
- Payroll
The pricing for payroll products is usually divided into three tiers and priced per user per month. Enterprises can expect to pay between $1 to $5, $5 to $12, and above $12 per user, per month and depending on the tier. For instance, Payroll Mate is priced around $120 per year ($15 per month) and Payment Evolution Payroll costs $22 monthly per user. Alternatively, some payroll products have a one-time payment; examples are Accounting Xpert costs around $1,500 for one user, and Brightpay pricing is around $300.
A Buyer's Guide to Recruitment Solutions
Recruitment Management Software Buyer’s Guide
Have you already found the purple squirrel? Maybe not a so familiar term for a neophyte recruitment staff but this “purple squirrel” actually refers to the right candidate that is too difficult to be found and hired in this society of mixed multi-talented and smartly-averaged individuals. If it’s about recruitment and the processes included therein, going to Monster.com or LinkedIn could be not that sufficient anymore for you to find and hire the best talents. The fast-changing world of talent recruitment has opened up more sophisticated and robust systems that are making the recruitment process more agile, cost-effective, and candidate-driven.
If it’s about the automated and streamlined process of finding, attracting, assessing, interviewing and hiring new personnel, the Recruitment Management System (RMS) is the solution that you’re looking for. In this Buyer’s Guide, we at ITQlick.com would like you to become more sound informed on the processes involve in finding the right RMS solution for your organization. Whether you’re in the retail, call center, distribution center, or manufacturing industry looking for an hourly, salaried, contractual, or project-based candidate, getting an RMS solution is definitely a worth-it investment. Invite your HR management team and find the right solution with the help of this guide.
Types
Before we enumerate and discuss the two types of Recruitment Management System, let’s first differentiate Applicant Tracking Software (ATS) from RMS. ATS is a software application that automates recruitment process via a defined workflow. It is designed primarily for recruitment tracking purposes. RMS functionalities are more than that of ATS. RMS has the ability to generate reports and advanced analytics on key recruiting metrics thus enabling the analysis and improvement of the hiring process. This Buyer’s Guide will then focus more on the bigger and more comprehensive RMS.
There are basically two types of RMS and they are:
RMS for Staffing Agencies and Independent Recruiters
This solution helps staffing agencies and independent recruiters in filling out the position based on the information given to them by their client. A solution that is candidate-driven, it easily manages the applicant’s data, and organize, categorize and shortlist candidates according to the job openings provided by the client.
RMS for Corporate HR or In-House Recruiters
This solution helps make the jobs of HR departments easier while increasing their overall recruitment efficiency. It will allow them to post open jobs to their company’s careers page, as well as allow them to screen applicants, share applicants’ information with the relevant department’s hiring manager, and gather feedback from interviews.
While it is of high importance that you should already know the type of solution that you are going to purchase base on the nature of your business, it is as well of equal importance that you know the functionalities of that particular software solution. Here is a comprehensive list of the functionalities an RMS solution has to provide.
Requisitioning
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Job Descriptions
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Approval Workflow
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Job Board/Social Media Positioning
Candidate Acquisition
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Candidate Search
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Candidate Relationship Management
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Referral Management
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Candidate Self-Service
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Candidate Screening/Assessment
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Candidate Scoring
Applicant Tracking System
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Applicant Workflow
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Candidates Communications Management
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Interview Management
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Background Checking
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On-boarding
Reporting/Analytics
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Regulatory Reporting
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Standard Reporting
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Advanced Analytics
Features
With this wide array of RMS functionalities, expect also that there are tons of features that goes with it. However, keep in mind that your organization can only get the full benefits from these features provided that your people exactly know what are these features designed for. So if your real purpose of getting an RMS solution is to reduce the time to hire, lower recruitment costs, reduce administrative duties, and increase the quality of each hire, then the software market has a lot to offer to you.
Here’s a comprehensive list of features available in most RMS solutions.
Resume Management
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Collect Resumes from Email Attachments
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Upload Resumes in Bulk
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Parse Contact Information from Resumes
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Powerful Search within Candidate Profile
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Detect Duplicate Candidates Automatically
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Accept Resumes in All Formats
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Gather Applications from All Sources in One Place
Applicant Tracking
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Customizable Recruitment Workflow
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Assign People for Different Stages
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Track Applicant Status
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Auto-Archive Applicants
Careers Site Management
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Auto Manage the Careers Page on Your Company Website
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Hosted Careers Site
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Publish Openings to Search Engines and Social Media
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Customizable Application Questionnaire
Collaborative Recruitment
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Share Notes & Evaluations Internally
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Email Candidates Directly from Recruiter Inbox
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Create and Delegate Tasks
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Attach Documents to Candidates
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Canned Email Templates
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Share Applicants with Team Members
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Manage User Permissions
Improved Recruitment Productivity
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Easily Replicate your Recruitment Workflow
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Get Important Notifications and Email Alerts
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Filters to Auto-handle Emailed Applications
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Intuitive Interface to know which applicants need your attention
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Export Data from your Recruitment Software to Microsoft Excel
Administration Features
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User-friendly Administrative Interface
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Integration with the organization’s Human Resources Management (HRM) and Human Capital Management (HCM) systems.
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Legal and Compliance
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Upgradability and Compatibility with OS/Technology
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Customization Options
Solutions per Business Size, per Vendor
There are four known RMS solutions that can be matched to your organization base on its size and available budget, and they are as follows.
Software as a Service (SaaS) solutions are offered by many providers as a subscription-based package. Base on the number of users or recruiters in your organization, this solution in the cloud offers no cost for infrastructures, no licensing fee, and flexible subscription term (monthly or annually).
On-premisesolutions are solutions wherein the entire software package is purchased from the solution provider and then installed on your own server network. Also known as client-server, these solutions will require you additional costs for implementation and on-going maintenance. On the other hand, these solutions offer higher scalability, customization, and ability to integrate with larger enterprise systems particularly HRMS.
Hosted solutions combine the technical features of cloud-based and on-premise. A third party will cater the hosting of the system which means that their server infrastructure will host the RMS. The software product will be purchased directly from the solution provider. This type of arrangement offers advantages like fixed implementation cost and good balance of price control and interoperability.
Managed Servicessolutions are more contractual in nature. Almost everything about the recruitment process will be outsourced to a firm that handles both the human resource and system hosting functions. Although this is still not common to many HR departments, several companies are already benefiting from the pricing models offered by this solution (ex. Pay-per-hire, pay-per-recruiting manager).
It is important that your organization is firm on its decision on where it is going to deploy the RMS solution right from the very start. Invite your HR head, CFO, legal consultant, CIO officer, procurement staffs and future users of the solution and come up with an intelligent decision with regards to the right RMS solution for your organization.
Pricing Considerations
Recruitment management solutions can help HR departments to have informed decision-making for enterprise-wide recruitment process. Whether it’s high volume recruitment, hiring of salaried and hourly top talents, or contingent laborforce management, RMS solutions have the answers to these needs. Relevant to that, here are the pricing models that your HR management team has to consider when selecting a solution.
Pay-per-Recruiting Manager
This is the typical pricing base on the number of user or recruitment staff/managers who will be using the system all day round. As a subscription-based package, the price usually ranges from $50 to $100 per user per month. As a one-time license purchase, the price is from $250 to $1000 (or more) per user. Total Recruitment Information System, Omnistar Recruiting Software, and Big Biller have this pricing model.
Pay-per-Hire
Pay only when you’ve already hired someone. Not a popular model for most recruitment agencies but this is applicable for organizations who only hire at specific time or season of the year. The price usually ranges from $250 to $500 per hire. Recruitby.net, Kronos and BrightMove have this pricing model.
Pay-per-Employee
A solution that is usually integrated with other systems such as TMS or HRMS has this pricing model. Base on the number of total employees, price is from $2 to $10 per employee and is still subject for discounts as the company grows. Workstream, SuccessFactors and BambooHR have this pricing model.
Pay-per-Job Opening
This pricing model is usually employed by online recruitment or job sites wherein a standard pricing is imposed for every job posted on the site. The price usually varies base on the level of job expertise and number of talents required.
Market Trends
A recent statistical report says that 94% of recruiters this year use or plan to use social media for recruiting. This is probably because online job applications are becoming the norm these days and LinkedIn, Facebook and Twitter are just doing their roles on this respect.
The use of SaaS-based solutions is a growing trend in the world of talent recruitment. Recruiters are also going mobile.
Among of the best solutions for managing applicants this year are UltimateSoftware, BullHorn, HRM Direct, iCIMS Talent Platform, and Big Biller and the rest in the ranking will be a great list to explore on your part as a buyer looking for the right Recruitment Management Software. Start your search for the right RMS solution today.
ITQlick chart - 2024 best Recruitment Software
Finding the right Recruitment software for your business
Proper Recruitment software selections are the precursor to successful deployment and business growth. Finding the right Recruitment solutions doesnít have to be complicated, and it doesnít have to take days or weeks of your time.
After researching over 5,000 systems, we can identify the best solution for companies of all shapes and sizes. ITQlick.com is 100% free for software buyers.