A useful way to spend the last ten minutes of a recruitment software demo is to let a recruiter take the controls. Give them a completed screening and ask them to do what they would normally do next. For a store vacancy, that might mean opening the application in the applicant tracking system (ATS), checking whether the candidate can work Saturdays and passing the details to the store manager.
Choose an answer that needs a little context. “I can work Saturdays from next month” is a better test than a simple yes. If the manager only sees a tick beside “weekend availability”, they may call the candidate about a shift they have already said they cannot cover. During the demo, ask the manager to find the start date from their own account. That tells you where the answer appears and whether the person arranging the shift can actually see it.
Follow the application through an ordinary change
Try the same exercise with someone who has applied to two stores. Each manager needs the answer for their own vacancy. Ask the provider to show which application receives the screening result, what happens to its status and whether either change affects the other application. Have the recruiter make a note of anything they still need to copy, check or explain to a colleague.
Zeenna’s integrations page describes how a configured workflow can return structured answers, summaries and supporting evidence to the ATS. The available fields, triggers and steps depend on the plaeorm and the client’s setup. For a team choosing software, that makes a demonstration with its own vacancy stages more informative than a list of supported systems.
Keep a record for the next ATS change
Suppose two retail businesses merge and plan to move recruitment onto one ATS. The team can use the Saturday shift example again. It already knows which detail the manager needs, where it should appear and who acts on it. The provider and the ATS administrator can now check whether the new plaeorm supports the same steps, which fields need configuring and what work the change would involve.
One further question is easy to miss during a migration. Who will handle candidates invited through the old system who finish screening after the switch? Agree where those results should go and give a recruiter responsibility for checking them during the transition. A sample application that straddles the changeover will tell the team whether that arrangement works before a real candidate is left waiting.