October 17, 2018 / GuidesFor Team
There are hundreds of blog posts on the advantages of utilizing Recruitment Software in an HR department. However, the main focus of a majority of HR managers is how does a Recruitment Software operate, and the advantages it can bring not only to the HR department but to the rest of the company.
Recruitment Software defined
One of the most challenging aspects of running a business involves hiring the right people. Recruiting software is an “all-in-one solution to making the hiring process easier, even if you don’t have a human resources department,” as defined by Business News Daily. It allows a company to reduce its efforts as it is efficient and cost-effective when searching for the best candidates.
How Recruitment Software works
Recruiting software works by merging multiple solutions into one to search and hire new employees. It systematically organizes the whole process of hiring—creating job postings to hiring new staff. The whole cycle of hiring is made easier through a Recruitment Software as it permits posting of “job postings across multiple platforms, accept applications, establish workflows, maintain schedules and more — all in one place,” according to Business News Daily.
What are the different functions of a Recruitment Software?
The integration of systems in the organization is the most significant factor in a Recruitment Software. HR is responsible for different functions and collaborates with other departments to manage these components. The following make up the different functions of a Recruitment Software:
Initial sourcing. Sourcing is the search for candidates and their resumes during the recruitment process. Corporate and third-party recruiters are required to search for qualified candidates for the different job positions. Sourcing is the first part of recruitment. It promotes open job positions through talent communities, social media, career websites, and job postings.
Applicant tracking. This tracks the workflow of the application that includes the screening of resumes, assessing, interviewing, and background checks. The applicant’s suitability for the position is monitored.
Recruiting analytics. This is a dashboard that involves reporting of Key Performance Indicators and funnel metrics such as the source of hire, time to fill, and applicant-to-interview ratio.
Pre-hire assessment and background checking. Ideal reports that this includes “personality assessment, cognitive and skills testing, and reference and background checking.”
Onboarding. This involves training and orientation of new hires to make their adjustment into the company seamless.
What objectives are Recruitment Software obliged to fulfill
Create an efficient hiring system. A Recruitment Software allows a manager to send a report to the HR department if his department needs a new staff. The Recruitment Software system enables the HR department into checking the existing pool of talents with just a click of a mouse. It matches the specifications of the report with the skills of available candidates. The HR department can then utilize the Recruitment Software to advertise on various e-recruitment platforms, both internally and externally.
Potential applicants can submit their resumes online through e-recruitment forms. These forms are then forwarded to the HR department which will pre-assess the skills of the candidates to the needs of the company. An applicant’s series of interviews is monitored through the software by using a series of reports. According to Pulse, “Recruitment Software frees up HR to perform different business practices while managing all employees using an effective and efficient technological system.”
Ensuring that the hired candidates will be a corporate fit and help realize the company’s goals. Corporate fit or culture fit is the bond that glues a company. Recruitment departments always seek to check if a candidate’s beliefs, core values, and behaviour are aligned with that of the company. As defined by The Harvard Business Review, “The result of poor culture fit due to turnover can cost an organization between 50-60 percent of the person’s annual salary, according to the Society for Human Resource Management (SHRM). But before the hiring team starts measuring candidates’ culture fit, they need to be able to define and articulate the organization’s culture – its values, goals, and practices — and then weave this understanding into the hiring process.”
Making hiring cost-effective. A Recruitment Software encourages a cost-effective hiring system because it merges multiple solutions into one.
A Recruitment Software allows an HR manager to improve the quality of hires, broaden the reach of job applicants, streamline the hiring system, and keep track of the progress of each candidate.
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